Introduction              

Organizational change is one of the most important and fundamental issues on which any organization / institution works for growth and sustainability. It is imperative as a key element that governs the growth capacity of the organization / institution to carry out its activities and exercise its functions and continuous development of work processes, needs and responsibilities towards its members and beneficiaries and adapting to internal and external developments.

The rapid change in technology, business, people, communication and information means that the organization must constantly change in order to survive and succeed.

To ensure the success of change projects by designing, developing and implementing a sound change management plan and strategy using a well-defined methodology and good tools based on the Global Change Management Program, based on global research and best practices. 

Change management is an organized process and a set of tools to lead employees when to change.

   Objectives               

To enable participants to assess and manage institutional change, including taking into consideration the natural resistance to change. In this course, three basic elements will be addressed: organizational change, organizational change management, and resistance to organizational change. 

The course will also include the following:

• Looking at change is not something to fear and resist, but as an essential element of action.

• Adapting to change is not a standard but involves human motivation in the first place.

• Change is not a single intellectual issue, but it is complex in all frameworks.

• Incorporate steps to prepare a change strategy and build management support for change.

• Identifying methods of data collection, addressing vacancies and issues, and evaluating options for adaptation to change direction.

• Benefit from the leadership of meetings to support the change project.

• Use the latest means of consensus between people for change, in terms of feelings and facts.

• Recognize that before we can adapt to the latest developments, we consider that we will go through difficult stages after leaving the usual behavior and dispense with the way we are used to it.

• Use the latest methods of change.

• Take change as an opportunity for self-motivation and innovation.

• Describe the importance of flexibility in the context of change, and employ strategies for change leaders and individuals involved.

   Targeted groups

• All managers and supervisors

• Change leaders

• Change managers

• Coordinators of change

• Continuing Excellence Consultant

• Coordinators of reorganization and integration

• Responsible for organizational change or new information technology systems

     Scientific content

• Introduction to change management

• Change management process

• Understanding pressure for change

• Create a change vision

• The willingness to change and the importance of communication and communication organizational change

• Change models

• ADKAR® model and how to use it

• Evaluating the values ​​of personal and practical change

• Cotter's methodology for change

• Leadership change process

• Analysis and planning of stakeholders

• Plan, manage and change risks

• Use emotional and social intelligence

• Highlight best practices from research findings and studies

• The results of studies: what contributes and what hinders success

• The success of projects and initiatives depends on the effectiveness of change management framework for successful projects

• The role of managers and supervisors to lead change

• An overview of the Bruceie Organizational Change Management methodology

• Managing change resistance

• Promote and consolidate change