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Change Management Training
Training & Organizational Development
Change Management Training
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I am tasked with creating training relating to change management. I want the training to be interactive and am in need of ideas... any ideas/suggestions are appreciated.
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Forums » Topic Forums » Training & Organizational Development » Change Management Training
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Change Management Training
posted at 12/28/2007 9:28 AM EST
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Posts: 71
First: 12/6/2006 Last: 3/16/2011 |
Hi
I often use a model (change transition) and divide the group into 4. Each group has to identify the behaviors they would see in their part of the model and then demonstrate or role play those factors to the rest. Phase two is for them to come up with activities that would support each individual through the barriers they may experience under change. Good luck Mike |
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Change Management Training
posted at 7/29/2008 6:43 AM EDT
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Posts: 2
First: 7/29/2008 Last: 7/29/2008 |
I suggest using a company that has experience developing these things.
i've used interctive services to help develop a blended change management curriculun that was innovative using game based learning theories. |
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Change Management Training
posted at 7/29/2008 6:40 PM EDT
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Training should be for a specific outcome and for a specific audience. So, my first questions are:
Who are the audience? Frontline employees? Managers implementing change? Execs designing change programs? What is the desired outcome? Familiarity with concepts? Ability to deal effectively with resisters? Ability to create a change strategy? Once you know the who and the why, this will illuminate the needed interactive elements. The interaction will then have a known context, and not just be interaction for the sake of interaction. One (and only one of many) possible interaction is via use of case study. Break the class into groups of three or four and hand out a written case study. Give each group 10 or 15 minutes to discuss and arrive at some strategies/solutions/suggestions. Ask each group to report to the wider group. Then facilitate the whole group discussion. You can find some case studies (and a change management model) in my book, Managing Change in the Workplace - Any good text book on HR/OD will also contain good case studies. I trust this helps. Les Allan Director Business Performance Pty Ltd |
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Change Management Training
posted at 9/24/2008 3:28 PM EDT
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Posts: 1
First: 9/24/2008 Last: 9/24/2008 |
As mentioned in a prior response, the solution you want should depend on the need you have. Knowing if there is a specific change coming, or knowing the reason why this has been requested can be of real help to you.
There are several existing, proven models you can consider specific to Change, including Bridges, Kotter, and ASTD, and each has a vendor, book, or other resource to help. There are also other ways of preparing an organization to lead or manage change, as with investing your training and development resources in the leaders (managers and not) who will help move the change forward. Whatever you do, I'd encourage you to keep your focus on making the training interactive, and easy for participants to relate and apply on the job. Hope this helps. -A |
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Change Management Training
posted at 9/24/2008 10:03 PM EDT
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Posts: 1
First: 9/24/2008 Last: 9/24/2008 |
I suggest reading up on Kurt Lewin's approaches to change for some foundational principles.
Also consider Weisbord's 6-box model which divides organisations into 6 areas (vision, leadership, rewards, helpful mechanisms etc) which can be analysed seperately to determine the focus of change. For interactivity, in groups the learners can use the 6-box model to develop a questionnaire which they might use when assessing the change requirements of an organisation. e.g. under leadership: 'on a scale of 1-10 how well does your manager communicate your individual and company objectives to you?' |
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Change Management Training
posted at 11/10/2008 1:35 AM EST
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Posts: 3
First: 2/5/2002 Last: 11/16/2010 |
I was able to successfully implement a change management program across the board. Every employee was expected to attend. Change generally begins with turning around employee behaviors.
In a typical situation organizations have various levels of supervisors providing direction to the employees they oversee. If an employee is not performing the way a supervisor feels they should the employee generally gets blamed for poor performance. AWARENESS is the key that unlocks the door to changing any organization. I know that most of you reading this could provide examples of poor supervisors, direction that was provided, however, not clear. You probably have a number of angry employees who don't feel listened to or, people who don't know how to have those difficult conversations, etc. There is no way for change to truly happen without good leadership. Every person should consider themselves a leader in their own position. Once you provide Leadership Awareness Training a positive change process will begin within the entire organization. It will be happen much like a basic domino effect. I was fortunate that I was able to secure NY State Grant funding for three organizations that paid for this training. The trainer I worked with is in NY, however, travels around the globe. His rates are quite reasonable and he is extremely effective. I have provided the link to this information below. His name is Mike Evans. http://www.labor.state.ny.us/etp/OFFERINGS_BY_PROVIDER.asp?QUERYSOURCE=URL&PROVID=240000452 What I experienced is this: If people are not aware of what they are doing, or not doing, that prevents change from happening, other training will change certain aspects, however, nothing else will truly change. I watched three organizations go through major changes after this training and swear by the Leadership by Awareness program. Most importantly, each member in your organization must commit to attending the program..............most importantly..........upper management. If upper management is not interested in committing you may as well forget trying to change. If upper management gives you all the reasons why they cannot, why they shouldn't, or how they don't have the time or money, then they need the program more than ever. We also brought in Kaizen, and Value Stream Mapping training into the mix once change had begun. Very often mfg. techniques work in other types of organizations. Note: At one location we had 125 employees in a manufacturing environment. At the second location there were 110 in a financial organization. At the third there were 26 employees in a small auto dealership. Best of luck! |
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Re: Change Management Training
posted at 6/14/2012 8:43 AM EDT
on Workforce Management
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Posts: 1
First: 6/14/2012 Last: 6/14/2012 |
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