Change Management Program

Why the certification is relevant

With both the markets changing, increased customer demands, regular product modifications, service renovation as well as digital transformation, change is a constant factor that is happening both inside and outside of your organization, whether you realize it or not. Every day, new initiatives and projects are launched to meet value expectations, improve performance, align, unify, optimize, decrease cost, increase profits, and enhance your competitive advantage.

Every day, new initiatives and projects are launched to meet value expectations, improve performance, align, unify, optimize, decrease cost, increase profits, and enhance your competitive advantage. This can be part of a huge transformation program or is just happening because the organization changed. It could also be an implementation of a newer technology to enable a more mobile workforce, re-engineering a process to ensure regulatory compliance or pursuing an enterprise-wide transformation journey around customer experience.

Research has revealed that close to 95% of any innovation or transformation programs or projects fail. This is confirmed by the 9 out of 10 IT program or project failure to deliver on promise. Why are the numbers so high, and how can that be?

We have identified that there is a common denominator for success in such programs/projects in achieving the intended outcomes of your initiative; people!

All the mentioned initiatives actually impact how individual people do their work; their functions, tasks, processes, job roles, workflows, reporting structures, behaviors and even their identity within the organization. The data is abundantly clear. The better we are able to apply Change Management, the more likely we are to deliver on project objectives.

The Change Management Program including Individual Performance Coaching is offered as a 5 days training program and is designed and certified by the Global University Alliance.

Change Management Disciplines

Projects are subjected to costs like redesign, rework, revisit, redo, retrain, re-scope, and in some cases, retreat. Absenteeism and attrition increase. Productivity declines. Customers, users and employees feel the impact when they were not supposed to. Morale suffers. Employees disengage. Failing to plan for and address the people side of change is costly, and Change Management is the discipline to help mitigate those mission-critical risks.

Changes in organizations are undertaken to improve performance and make value creation stick. Some of that improvement comes from just installing a solution. However, much of the benefit and expected improvement is tied to people changing how they actually do their jobs. It doesn’t matter if the organization realizes this or not, the percentage of a project benefits depending on people changing how they do their jobs. This is a fact that most organizations don’t realize. For important projects, that number is commonly in the 80% to 100% range, which is the reason that so many projects never come close to deliver on promise.

Change Management focuses on helping people change how they do their jobs, allowing us to capture the adoption contribution and the people-dependent portion of the value creation. The Change Management Program is aimed at producing outcomes and results, and requires a different kind of thinking and new cross-functional disciplines.

The Change Management Program is aimed at producing outcomes and results, and requires a different kind of thinking and new cross-functional disciplines. It does so by adding theories, practice and modelling capabilities to the practitioner’s skill set.

Individual Performance Coaching

It is only through coaching and building on the participant’s existing knowledge that capabilities are gained and applied.

Individual Performance Coaching is an integrated element of the Change Management education and training program to ensure that the frameworks, methods, approaches, and modelling principles are customized, adopted and applied in a real-world project setting with a personalized action plan.

The participant will discover how to drive forth fundamental changes within their organization and to achieve the objectives set in both innovation and transformation projects.

Upon successful completion of this program, you will become a certified Change Management specialist.

The individual registration fee of €9,800 Euro (excl. VAT) covers tuition, handouts, case materials and conference facilities. Travel and accommodations is not included.

Important to note is that the Change Management Program requires input from interested parties as the programs are tailed to each individual, team or organization and is customized with planned dates and location.

The program includes:

  • 5 days of classroom training
  • Individual Performance Coaching
  • 1 Change Management Certificate

To request a customized or closed program, or if you have questions about registration or multi-attendee discounts, please contact us.

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Who Should Attend

The program is designed for professionals with 3+ years of business and/or IT experience:

  • Analysts: Strategy Analysts, Business Analysts and Process Analysts.
  • Managers: Business Managers, Project Managers, Program Managers, Product Managers, Process Managers, Service Managers and IT Managers.
  • Specialists: Business Specialists, Strategy eXperts, Value eXperts, Process Specialists, Method Specialists (TOGAF, Zachman, MoFA practitioners), Quality Specialists, Technology Specialists and Enterprise Engineers.
  • Consultants: Change Consultants, Process Consultants and Transformation Consultants.
  • Architects: Process Architects, Value Architects, Service Architects, Business Architects and Information Architects.

Enterprise Standards Used

The following standards are the typical sets of standards that a Change Management practitioner uses:

OMG (Software Standards):

  • BPMN – Business Process Modelling Notations
  • CMMN – Case Management Modelling Notations
  • DMN – Decision Modelling Notations

LEADing Practice (Enterprise Standards):

  • Emerging & Disruptive Change Forces & Trends
  • Change Ontology
  • Change Taxonomy
  • Change Classification & Categorisation
  • Change Artefacts
  • Change Modelling
  • Change Lifecycle

Others:

  • Open Group Technology Architecture
  • IEEE Technology Engineering standards
  • ISO 42010 Systems & Software Engineering
  • ITIL 3 (IT delivery concept)
  • COBIT (Governance)

Learning Model

Theories Practitioners will learn

  • Since change is a planned process, it is all about the way of thinking. The benefits of change is known before implementation, and serve as motivation and assessment of progress.

  • Helps to plan efficient communication strategies.

  • The organization can respond faster to customer demands benefits of Change Management employees.

  • Helps to align existing resources within the organization.

  • Organizational effectiveness and efficiency is maintained or even improved by acknowledging the concerns of the staff members.

  • Change Management provides a way to anticipate challenges and respond to them efficiently.

  • Careful planning helps to ensure that the change process is started and managed by the right people at the right time.

  • Planned Change Management allows you to include specific tasks and events that are appropriate for each stage in the change process.

What Practitioners will work with in Practice

  • Change Management allows the organization to assess the overall impact of change.

  • Change can be implemented without negatively affecting the day-to-day running of business.

  • The time needed to implement change is reduced.

  • The possibility of unsuccessful change is reduced.

  • Employee performance increases when staff feel supported and understand the change process.

  • Increased customer service and effective service to clients from confident and knowledgeable employees.

  • An effective change management process lowers the risk associated with change.

  • Managed costs of change; Change Management helps to contain costs associated with change.

  • Increased return on investment (ROI).

  • An efficient Change Management process creates the correct perception of the change for staff and public.

Modelling capabilities Practitioners will gain

  • The Change Management models and views provide management and staff support for concerns regarding changes.

  • Creates an opportunity for the development of best practices as well as leadership and team development.

  • Effective Change Management supports a smooth transition from the old to the new while maintaining morale, productivity, and even company image.

  • One of the benefits of Change Management is that it minimizes resistance to change.

  • Improves morale, productivity and quality of execution.

  • Improves cooperation, collaboration and communication.

  • A carefully planned approach to change reduces stress and anxiety, and encourages people to stay loyal to the organization.

  • Increased employee acceptance of the change.

  • Personal loss/gain to individuals is acknowledged and addressed.

  • Change Management reduces disruptive aspects and emphasizes positive opportunities in the change process.

  • Change Management ensures that customers, suppliers and other stakeholders understand and support the change.