In today’s complex global business environment – when CHANGE is the only CONSTANT – it is no longer enough to merely respond to change, rather successful organizations drive change to reach a new level of excellence. The key to building an agile business environment and promoting human capital resiliency requires mastering this disciplined practice.
Change management training is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved within the organization.
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A Focused Approach
Our approach focuses on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the current situation to the new one. The change in question could range from a simple process change, to major changes in policy or strategy needed if the organization is to achieve its potential.
In order to manage change successfully, it is therefore necessary to attend to the wider impacts of the changes. As well as considering the tangible impacts of change, it’s important to consider the personal impact on those affected, and their journey towards working and behaving in new ways to support the change.
Teledec offers content development and delivery for project-focused learning programs, putting the latest theories and tools into practice, while leveraging your own resources as a platform. Our interactive and innovative instructional design approach to developing your Change Management courses will enable your business to become more agile, the people involved more resilient and the entire enterprise better prepared to succeed in the face of relentless change.
Typically, our change management activities include:
- Ensuring there is clear expression of the reasons for change, and helping the sponsor communicate this.
- Identifying “change agents” and other people who need to be involved in specific change activities, such as design, testing, and problem solving, and who can then act as ambassadors for change.
- Assessing all the stakeholders and defining the nature of sponsorship, involvement and communication that will be required.
- Planning the involvement and project activities of the change sponsor(s).
- Planning how and when the changes will be communicated, and organizing and/or delivering the communications messages.
- Assessing the impact of the changes on people and the organization’s structure.
- Planning activities needed to address the impacts of the change.
- Ensuring that people involved and affected by the change understand the process change.
- Making sure those involved or affected have help and support during times of uncertainty and upheaval.
- Assessing training needs driven by the change, and planning when and how this will be implemented.
- Identifying and agreeing the success indicators for change, and ensure they are regularly measured and reported on.