15 Topics
10 Days
75 Sessions
Programme Overview
Training Description
Who Should Attend
- Team Leaders and Supervisors
- Risk and Governance Professionals
- Communications and Employee Engagement Professionals
- Government and Public Sector Project Professionals
- NGO and Development Programme Professionals
- Consultants
- Managers responsible for organisational transformation and change
Session Objectives
- Understand the fundamentals of change management
- Differentiate between project management and change management
- Apply a structured change management approach to projects
- Identify and analyze project stakeholders
- Develop a comprehensive communication plan
- Manage and mitigate resistance to change
- Create a sponsorship roadmap for leadership support
- Plan and execute training for new processes or systems
- Measure change adoption and project success
- Sustain change and embed it into the organizational culture
About the Course
Projects frequently introduce new technologies, processes, systems, structures, policies, and ways of working. Without effective change management, even well-designed projects can face resistance, low adoption, delays, and failure to realise expected benefits. This course provides participants with practical approaches for managing the human and organisational dimensions of project change.Participants will learn how to assess change impacts, identify and engage stakeholders, manage resistance, develop effective communication strategies, prepare organisations for change, support adoption, and measure whether change has been successfully embedded.
Curriculum & Topics
15 Topics | 75 Sessions
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Workshop 1.1:
The importance of managing the human side of change
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Workshop 1.2:
The relationship between project management and change management
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Workshop 1.3:
The ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement)
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Workshop 1.4:
The role of the change manager in a project
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Workshop 1.5:
Common reasons why projects fail to deliver value
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Workshop 2.1:
Integrating change management into the project lifecycle
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Workshop 2.2:
The change readiness assessment phase
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Workshop 2.3:
Planning for change from a project's inception
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Workshop 2.4:
Executing the change and monitoring progress
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Workshop 2.5:
Sustaining the change post-project implementation
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Workshop 3.1:
Identifying and mapping key stakeholders for change
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Workshop 3.2:
Analyzing stakeholder impact and influence
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Workshop 3.3:
Strategies for engaging different stakeholder groups
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Workshop 3.4:
Developing a stakeholder engagement plan
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Workshop 3.5:
Building a coalition of change champions
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Workshop 4.1:
The importance of effective communication during change
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Workshop 4.2:
Developing a comprehensive communication strategy
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Workshop 4.3:
Choosing the right communication channels
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Workshop 4.4:
Crafting clear and compelling change messages
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Workshop 4.5:
The role of two-way communication and feedback
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Workshop 5.1:
The critical role of executive sponsorship
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Workshop 5.2:
Building a sponsorship roadmap
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Workshop 5.3:
How to prepare and coach sponsors
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Workshop 5.4:
Aligning leadership messages and actions
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Workshop 5.5:
The impact of visible and active sponsorship
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Workshop 6.1:
Understanding the psychology of resistance
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Workshop 6.2:
Common signs and causes of resistance
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Workshop 6.3:
Strategies for proactive resistance management
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Workshop 6.4:
Handling active and passive resistance
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Workshop 6.5:
The role of empathy and listening in overcoming resistance
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Workshop 7.1:
The importance of training in a change initiative
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Workshop 7.2:
Developing a training needs analysis
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Workshop 7.3:
Designing an effective training program
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Workshop 7.4:
The difference between training and communication
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Workshop 7.5:
Post-training support and reinforcement
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Workshop 8.1:
The concept of reinforcement in the ADKAR model
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Workshop 8.2:
Strategies for reinforcing new behaviors
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Workshop 8.3:
The role of performance management in sustaining change
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Workshop 8.4:
Celebrating successes and recognizing contributions
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Workshop 8.5:
Embedding new processes into the organizational culture
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Workshop 9.1:
An overview of various change management models
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Workshop 9.2:
The Prosci methodology and its principles
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Workshop 9.3:
Lewin's Change Management Model
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Workshop 9.4:
The Kubler-Ross Change Curve
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Workshop 9.5:
Applying different models to different situations
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Workshop 10.1:
Using a change impact assessment template
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Workshop 10.2:
Developing a comprehensive communication plan template
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Workshop 10.3:
Creating a training plan matrix
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Workshop 10.4:
A guide to stakeholder analysis tools
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Workshop 10.5:
A template for a resistance management plan
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Workshop 11.1:
Defining metrics for change adoption
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Workshop 11.2:
Using surveys and interviews to measure success
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Workshop 11.3:
Analyzing feedback and performance data
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Workshop 11.4:
Reporting on change management progress
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Workshop 11.5:
The difference between project success and change success
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Workshop 12.1:
The unique challenges of digital transformation projects
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Workshop 12.2:
Managing change in an agile and iterative environment
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Workshop 12.3:
Leveraging technology for communication and training
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Workshop 12.4:
The impact of remote work on change initiatives
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Workshop 12.5:
Navigating resistance to new digital tools
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Workshop 13.1:
The final stages of the project lifecycle
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Workshop 13.2:
Transitioning ownership of the change to the business
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Workshop 13.3:
Handing over support and maintenance responsibilities
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Workshop 13.4:
Conducting a post-implementation review
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Workshop 13.5:
Documenting lessons learned for future projects
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Workshop 14.1:
The influence of culture on change initiatives
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Workshop 14.2:
Assessing the readiness of the organization for change
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Workshop 14.3:
Strategies for aligning change with existing culture
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Workshop 14.4:
The role of culture as a barrier or enabler
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Workshop 14.5:
The importance of leading by example
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Workshop 15.1:
Emerging trends in change management
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Workshop 15.2:
The rise of continuous change and agility
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Workshop 15.3:
The impact of AI and automation on change
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Workshop 15.4:
The evolving role of the change professional
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Workshop 15.5:
Building a personal brand as a change champion
