What you will learn

Study Change Management Online Course; Manage Change Smoothly and Effectively to Achieve Your Goals

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How Our Change Management Course Can Help You?

·       Change management practitioners need to know how to devise a change management plan. Our change management certification program will build your change management foundation and help you become a successful change agent who can shine among change leaders of the industry.

·       Our course and certification build effective change managers who know the process of implementing change.

·       When you learn change management in our management training you build your critical thinking capacity.

·       The management courses from our management institute teach management planning, build management skills, show management strategies, and also improve your communication skills.

·       You will work on management projects, learn the types of changes you can implement, create a marketing strategy for the organization, learn non profit management, management communication, managing resistance, and undergo leadership developing learning experience.

·       The change managers program provides online training on organizational behavior, organizational change, personal development, presentation skills, product management, product marketing, strategic thinking to implement strategic change and much more!

Change Management Online Course – Requirements

The Change Management Online Certificate Course is delivered 100 percent online 24/7 and only takes 8 hours of study to complete.

To successfully complete this course, a student must:

●      Have access to the internet and the necessary technical skills to navigate the online learning resources

●      Have access to any mobile device with internet connectivity (laptop, desktop, tablet)

●      Be a self-directed learner

●      Possess sound language and literacy skills

Quick Course Facts

1. Course content is structured for easy comprehension

2. Approximately 6 to 8 hours of study is needed to complete the course

3. Registered students gain unrestricted lifetime access to the Change Management Online course

4. All course material is available online 24/7 and can be accessed using any device

5. Study online from anywhere in your own time at your own pace

6. All students who complete the course will be awarded with a certificate of completion

Get accredited training and become a change management expert with our change management course. This change management training will help change management professionals learn change management strategies, change management processes, and develop change management skills.

Change Management Online Course - Outline

Section One: Getting Started

Section Two: Preparing for Change

Change is defined as “to cause to be different.” Change management on a personal level has been studied for more than a century. However, it was in the mid-1980s that change management was explored at the business level.

Defining Your Strategy

It is critical that you create and implement a strategy that consistently defines the unique needs of the organization. This strategy should serve as a guiding framework that will provide direction and shape decision making throughout the change process.

Building the Team

To effectively implement a successful plan, you must position yourself by carefully selecting members who display a high degree of skill. The team must possess all the needed roles required to manage the change initiative.

Section Three: Identifying WIFM

For change to succeed, people must support and participate in the change process. Simple building awareness does not generate desire. Sharing with everyone the purpose and what's in it for them will be a good starting point to generate support.

What’s in it for Me?

To answer this question, change management leadership must create energy and engagement around the change. It helps build momentum and generate support at all levels of the organization.

Building Support

Effective communication is critical when building support in the organization. The person responsible for communicating change must possess a clear understanding of the overall nature of the change, reasons, and how it aligns with the vision of the organization.

Section Four: Understanding Change

Change is constant and understanding its components on an individual level can help us relate it better on an organizational level. In this section, we will discuss how change affects the many facets of an organization.

Influences on Change

External and internal factors influence change. No organization is immune to external influences. Factors can include politics, culture, economy, societal changes, or technology. Internal factors, on the other hand, can consist of employees, policies, organizational structure, managerial, and financial.

Common Reactions to Change

●      Denial

●      Resistance

●      Anger

●      Indifference

●      Acceptance

Tools to Help the Change Process

Preparing for change is very important, and the more prepared you are, the more chance of success. Below are some of the tools that will help facilitate the change process:

●      Communication

●      Education

●      Training

●      Flexibility

●      Affected Parties

Section Five: Leading and Managing the Change

All changes begin with a leadership decision. Deciding to institute changes can be difficult. However, with preparation, planning, and a good team, this decision can be a lot easier.

Preparing and Planning

Begin by placing yourself in a positive disposition. Change can be stressful, but preparing mentally and physically makes this more manageable.

Delegating

Surround yourself with competent people you can trust. Be precise and specific with your instructions because you will depend on these people during the change process. Be careful not to fall into the trap of micro-managing. It will only take you away from your main tasks and can only be a waste of time.

Keep the Lines of Communication Open

Always make yourself available during the change process. Keeping the lines of your communication open ensures that people can reach you when they need assistance. Keep an eye out for rumors, remind your team that rumors help no one and will only cause more harm than good.

Coping with Pushback

There will always be someone who will oppose the change. Remember that these feelings are normal since people generally do not feel comfortable with change. When this happens, appeal to their reasoning by giving them facts and the benefits of change.

Section Six: Obtaining and Maintaining Support

Change can be a complicated process. All stakeholders and employees must be on board.

Gathering Data

To build support and increase awareness of the coming change, you and your team must reach out to every person in the organization.

Addressing Concerns and Issues

When concerns or issues arise, steps must be taken to ensure awareness and increase support for the change.

Evaluating and Adapting

Change management must always be observing, listening, and evaluating the progress and process during a change.

Section Seven: Making it a Worthwhile Exercise

Once a change initiative is underway, it is critical to sustaining the change with reinforcement.

Leading Status Meetings

As a leader, you must ensure that the project and communication plan remains on track. You must identify and explore any issues from employers or stakeholders.

The LEAD model can be used for facilitating a participative meeting:

●      Lead with objectives

●      Empower to participate

●      Aim for consensus

●      Direct the process

Celebrating Successes

Managers and supervisors must be actively involved in celebrating success with employees as a result of positive performance. These celebrations can occur on three levels:

●      One on one conversation

●      Public recognition

●      Group celebrations

Sharing the Results and Benefits

To sustain the impact of change, you must keep everyone involved in the process informed about the changes that are happening.

Section Eight: Using Appreciative Inquiry

In this part of the Change Management Online Certificate course, we will discuss how to use appreciative inquiry. The term comes from two definitions: appreciate, which is to look for the best in something, and inquiry, which means to seek understanding using a process based on provocative questions.

The Four Stages

●      Discovery

●      Dream

●      Design

●      Destiny

The Purposes of Appreciative Inquiry

Appreciative inquiry allows people from across the whole organization to participate. It also catalyzes the transformation of organizational culture.

Whole-System Inquiry

Whole-System Inquiry follows the 4-D cycle that involves all stakeholders in the appreciative inquiry process.

The AI Summit

It involves a full-scale meeting process that concentrates on the discovery and development of an organization’s positive core.

Section Nine: Bringing People to Your Side

In this section, we will discuss the role of leadership in aligning people with an organization’s issue or need.

A Dash of Emotion

Change is not possible without people, human elements, and emotion. The appreciative inquiry process works to liberate personal and organizational power, resulting in the transformation of people in the organization.

Plenty of Facts

Facts are necessary to measure progress. The change management team must make sure that the measurement is ongoing.

Section Ten: Building Resilience to Change

Resiliency is the capacity to absorb high levels of change without affecting one’s level of performance and displaying minimal dysfunctional behavior.

Why is it Important?

Resilient people tend to grow stronger from their experiences. They are more likely to make a quicker and more effective transition to change.

Five Easy Steps to Increase Resilience

●      Develop a more positive world view and self-concept

●      Explore your value system and identify your sense of direction on which you can rely to make choices

●      Rather than assuming your first answer is the solution, suspend judgment if you are in the middle of a change

●      Use Organized, structured approaches when managing ambiguity

●      Experiment proactively with new approaches and solutions

Section Eleven: Flexibility

Being flexible on personal and social levels is critical for individuals involved in or leading a change to be able to make shifts as necessary during a project.

●      The Importance of Flexibility?

●      Five Easy Steps for the Leader and the Individual

Section Twelve: Wrapping Up

Recognition & Accreditation

Upon successful completion of this course and achieving a passing score for the assessment, you will be issued with an international continuing education credit (CEU) certificate.

This Certificate is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers, and potential employers. Also, include it in your resume/CV, professional social media profiles and job applications.

Other Workplace Soft Skills Courses

Advance your career with a change management certificate that teaches you about agile change, business analytics, business communications, business management, business processes, change initiatives, and the change process.

If you’d like to help your workplace flourish even more, take a look at the range of workplace essentials courses available at Courses For Success.

Section One: Getting Started

Section Two: Preparing for Change

• Defining Your Strategy
• Building the Team and the Six C’s

Section Three: Identifying WIFM

• What’s in it for Me?
• Building Support

Section Four: Understanding Change

• Influences on Change
• Common Reactions to Change
• Tools to help the Change process

Section Five: Leading and Managing the Change

• Preparing and Planning
• Delegating
• Keep the Lines of Communication Open
• Coping with Pushback

Section Six: Obtaining & Maintaining Support

• Force Field Analysis
• Addressing Concerns and Issues

Section Seven: Making it a Worthwhile Exercise

• Leading Status Meetings
• Celebrating Successes

Section Eight: Using Appreciative Inquiry

• The Four Stages
• The Purposes of Appreciative Inquiry
• AI Whole System Vs AI Summit
• Whole-System Inquiry
• The AI Summit

Section Nine: Bringing People to Your Side

• Liberation of Power
• Facts, Facts, Facts

Section Ten: Building Resilience to Change

• Why is It Important?
• Five Easy Steps to Increase Resilience

Section Eleven: Flexibility

• The Importance of Flexibility?
• Five Easy Steps for the Leader and the Individual

Section Twelve: Wrapping Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet.

Minimum specifications for the computer are:

Windows:

Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)

All systems

Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

Entry requirements:

Students must have basic literacy and numeracy skills.

Minimum education:

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Device requirements:

Students will need access to a computer/any device and the internet.

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Of course, you will need to be able to self-manage your time and be organized, but with our help, you’ll soon find yourself settling into a comfortable rhythm of study.

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The majority of our courses have unlimited lifetime access, meaning you can access this course whenever you want.

Please also check the course summary, as a small selection of courses have limited access.

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