Introduction to Change Management

Change is often perceived as extremely stressful and as such, resistance is a major obstacle to successful implementation of change plans. Therefore the change management role not only includes the complex task of addressing change but also communicating in a way that improves the way change is perceived; it alleviates resistance and encourages buy-in for change projects. Participants of Introduction to Change Management will learn how to articulate and work with the relationships between stability and change, and between the needs of the individual and those of the organisation.

Through a paradigm shift to complexity and an understanding of the rhythm and nature of the organisation, participants will discover how to analyse a change within their own organisations and respond to the unique nature of each change.

• Select and apply appropriate change models
• Identify and respond effectively to complex changes
• Manage change in the big picture of Organisation Development

• Change Management Toolkit
• Barriers to Change Game
• Resistance to Change
• Intervention Cubes
• Case study applications

• Understand the definition, types and drivers of change in an organisation
• Understand the impact of change on organisations and individuals
• Understand resistance to change and identify ways of managing resistance
• Understand change management methodologies
• Demonstrate knowledge of methodologies linked to complexity and horizons
• Understand the different change roles and their importance
• Understand the importance of communicating change initiatives
• Indicate tools/measures to sustain the change initiative

• Position a change initiative: intention, design, perspective and complexity, as a specific type of change
• Articulate drivers for change and stability and link these to issue-centric Organisation Development / issue-centric change management
• Manage the process and impact of change on self and others
• Elicit resistance: bring from covert to overt
• Work constructively: involve resistance in change to minimise resistance
• Identify and populate elements of a change toolkit
• Map roles to change needs
• Elicit and optimise leadership for change from others
• Step into change lead/agent role with clarity and confidence
• Communicate change from inside out (why – what – how)
• Assess change readiness, progress and impact
• Extend integration involvement

2-days or 15-hours

Assessment is an integral component contributing to the success of this module. Participants will be required to participate in a variety of assessment activities that include but are not limited to assignments, action learning projects, case studies and examinations.

The WorldsView™ Academy Learning Process underlies all WorldsView™ programmes and is informed by progressive research about learning in contemporary environments. Our learning process consists of four learning channels:

• E-Learning platform that provides both a base for becoming familiar with  the field of each programme, as well as a space for ongoing exploration;
• A Classroom engagement where our faculty facilitate rich conversations  and learning experiences to deepen understanding of the field;
• A Workplace Application, often in the form of a workplace project, to   root learning in the actual work experience of learners and to ensure practical relevance and embodied understanding;
• and an Assignment/Evaluation, usually a portfolio of evidence combined with an examination, to confirm learning and conform to external examination board requirements, e.g. the Council on Higher Education, to formalise qualification.

Only highly qualified and experienced organisation development practitioners are appointed as Faculty in WorldsView Academy. Faculty members are selected in accordance with the specific module criteria as approved by the Academic Board. The requirements for the appointment of Faculty include relevant academic qualifications, experience in developing organisations and facilitation or lecturing experience.

A quality education programme begins with the development of quality modules and courses. World-class design and development standards are deeply entrenched in every programme module, setting WorldsView Academy apart from other educational programmes. Our design and development policies, frameworks and principles guarantee robust processes in the development of learning programmes and material.

These include:

• Highly qualified and experienced development Faculty.
• A robust development process.
• Numerous Academic Board and peer reviews.
• Integrated Learning.
• Core themes and philosophies that underpin all modules, ensuring learning coherence.

Internal and external consultants, management consultants, change management practitioners, managers, HR practitioners, organisation development practitioners, change practitioners and organisational and community leaders. Anyone who leads and/or influences individuals, teams, groups or organisations.

• National Senior Certificate/Grade 12/NQF level 4 (or equivalent)
• Age exemption (23 years or older)
• English at grade 12/NQF level 4 or equivalent

At WorldsView™ Academy, we understand that companies have unique organisational needs, which is why we offer customised training and development solutions to best suit your particular requirements. Please contact us for further information in this regard.