Change Management Training Programs

I don’t know about you, but I feel like this summer just flew by.  I’m still trying to figure out where July went and now it’s already the end of October.  Work, vacations, BBQ’s, the Canada Summer Games and more work, all made the summertime seem to go quickly.  For many people, this time of year feels like a natural transition period as the days get shorter, the leaves change colors and children are back in school.

Regardless of the time of year, we all experience transitions, both large and small.  The transition may be starting a new job, receiving a promotion, moving, or going back to school.  Technology changes in the workplace are common and as employees become more digitally savvy, ICT teams within organizations have an opportunity to raise employee collaboration, automate business processes and drive agility by creating a digital workplace.

There are some common challenges and concerns associated with achieving this and Broadview Networks’ is delighted to share two learning programs to help overcome these challenges.  Managers and supervisors need to play a key role in managing the people side of change.  However, they often lack an awareness of the importance of their role in the change process.

Best practices in change management research emphasizes the need for managers and supervisors to play an active role during change.  It suggests that a successful transformation requires managers and supervisors to perform key roles to include the role of a communicator, advocate, coach, resistance manager and liaison.  It has been our experience with organizations that implementing change and the skills required to lead that change, have been best provided through these two learning programs:

-          Change Management for Managers

-          Change Management for Employees

The benefit for those attending from the management team is that they will learn the same models, tools, job-aids and processes.  That way they go back to the workplace environment with a common approach to communicating change.

These programs are more than a ½ day course to leverage the schedules of the participants as they focus on each audience type, as shown below:

Change Management for Managers (half-day)

This course is intended for middle management, especially those with direct reports, who are responsible for managing organizational change and maintaining employee performance.

Delivery Method: Instructor led, group-paced, classroom-delivery learning model with structured hands-on activities.

Performance-Based Learning Objectives:

Upon successful completion of this course, you will be able to:

  • plan for change.
  • learn to communicate change.
  • manage the impact of change on your team members.
  • successfully implement changes at work.

Change Management for Employees (half-day)

This course is for any professional who is experiencing or anticipating change within the work environment.

Delivery Method: Instructor led, group-paced, classroom-delivery learning model with structured hands-on activities.

Performance-Based Learning Objectives

Upon successful completion of this course, you will be able to:

  • describe change in the workplace, and effective strategies for change management.
  • define the POISS Model of change analysis, and identify the steps of analyzing change.
  • define anticipating and embracing change, and identify best practices for both.

Program Reinforcement

Reinforcement of Change Management Programs will provide the management staff with the foundation skills to be successful in leading change in the office.  It is important that the participants have an opportunity to reinforce and review those skills after the course when they are back in their environment.

Broadview Networks has developed a number of methodologies and job-aids to accomplish this goal of reinforcement and review.  Follow-up sessions are also recommended to be conducted with our facilitator, to ask questions and get coaching based on their early experience.  This could be simply accomplished by onsite visits or conference call.  Using a structured agenda, management staff could reassess their use of the skills in the program but also to share successes and challenges with the team.

All Broadview Networks’ professional development programs have an integrating model.  For example, our change management curriculum uses a prime model called the POISS Model described below.

The POISS Model

  • Purpose of the Change
  • Opportunities
  • Impact on Work Life
  • Skill Set
  • Supports

Understanding the hierarchy of human behavior is essential in achieving organizational success.  Simply stating a vision, or that adapting to a new technology is the new way, or that continuous improvement is the responsibility of everyone, or that a coaching culture makes for business success is simply not enough

As an organization, you must ‘earn your way’ through the hierarchy of behaviors in order to change employee behaviors.  We use the concept of POISS as a foundation in our change management courses.

If you’ve identified high profile projects in your organizations involving “change initiatives”, we suggest you prepare yourself by taking a change management half-day course with us!  With these skills, you can navigate your next transition successfully.

We can also deliver these classes as dedicated on-sites, just wherever and whenever it would be convenient for your group to train with us.

Should you have any questions or require further information, contact us today!

Training & Skills Development

Comments are closed.