Change Management

  • Overview
  • Objectives
  • Course Content
  • Methodology

Change is something that excites people who love opportunities for growth, to see and learn about new things, or who like to shift the status quo. Some changes, however, are harder to adjust to and lead to expressions of resistance and anger. Having a smooth transition when change occurs is important in any situation and your participants will gain some valuable skills through this workshop. We can take concrete steps to make change more palatable by understanding people’s hesitation, enlisting the help of others, setting up plans, and managing stressors. These steps can also ensure that desired changes are implemented successfully.


  • Understand change
  • Recognize the importance of change and benefits of properly managing change
  • Be able to plan for change and how to easily adapt during transition
  • Examine the personal and organizational impact of change
  • Accept there are no normal or abnormal ways of reacting to change, but that we must start from where we are.
  • See change not as something to be feared and resisted but as an essential element of the world to be accepted.
  • Understand that adapting to change is not technical but attitudinal.
  • Appreciate that change is not an intellectual issue but one that strikes at who you are.
  • Recognize that before we can embrace the way things will be, we must go through a process of grieving, and of letting go of the way things used to be.
  • See change as an opportunity for self-motivation and innovation.
  • Identify strategies for helping change be accepted and implemented in the workplace.

Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.


Day One

What is change?

·         Types of change

·         Benefits of change and the consequences of not changing

·         Anticipated versus unanticipated change

·         Identifying essential areas of change

·         Change over the past 10 years

Change management fundamentals

·         Principles of change management

·         Roles during change

·         Different journeys during change

·         Principles of managing change

Change management models and strategies

·         The change curve

·         Kubler Ross

·         The ADKAR model

·         Case studies on the models

·         Practical application of change tools and strategies


Day Two

Evaluating the need for change

·         Understanding current state versus future state

·         Establishing performance metrics – how do we measure change?

·         Change management needs evaluation process

·         Identifying misconceptions about change

·         The business value of change management

·         The key drivers of change

Why change initiatives fail?

·         What causes change to fail?

·         Barriers to successful change management

·         How we contribute to change failing

·         Reactions to the stages of change

Emotional responses to change

·         How do we respond to change?

·         Business impacts of failing to deal with people’s needs and concerns

·         Personal impacts of failing to deal with people’s needs and concerns

·         Understand and Recognize individual motivators for change and how to use them


Day Three

Planning for change

·         Stakeholder analysis and engagement

·         Training and development planning

·         Preparing for potential difficulties during change

·         Assessing risks of change

Communicating change

·         Communicating the change

·         Engaging the change management team

·         Sharing a clear vision

·         Creating a buy-in and gaining commitment

·         Managing resistance to change

·         Why people resist change?

·         Different forms of resistance and how to overcome them

·         Motivating employees during transition

Implementing successful change

·         The steps in implementing change

·         Stages of transition

·         Handling problems during transition

·         Managing crisis

·         Monitoring progress



The foundation of our training is anchored in activity-based
experiential learning. This methodology takes into consideration different
learning and communication styles, and more importantly language and cultural
differences. It is through active participation that the adoption and
application of theory is expedited.

Our training team
pays careful attention to planning and designing effective instructional
methods essential for the transfer of knowledge. It is the creative skill of
our management trainers and consultants that reveal untapped skills of the
delegates through:

  • Group discussion
  • Individual and syndicate activities
  • Individual and group tasks
  • Case studies
  • Role plays
  • Audio and video evaluation
  • Action planning
  • Experiential learning games
  • Presentations
  • Assessments





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