Change Management: A role to ensure innovation and transformation
Change Management certification designed by the Global University Alliance
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.
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, reengineering 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 certification program has been developed by the Global University Alliance which consist of a collaboration of 450+ universities, professors, researchers and lecturers who has worked together to identify and document the most common Change Management concepts and techniques. The program elaborates on the approach of how to make modifications stick, drive adoption as well as teaching a way to ensure that your initiatives deliver on promise.
The discipline to meet the needs for change
Ignoring the people side of change creates risk. When the adoption and usage of a solution is ignored, and the focus is exclusively on meeting technical requirements, the result is excessive risk and cost.
Projects are subjected to costs like redesign, rework, revisit, redo, retrain, rescope, 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 certification is aimed at producing outcomes and results, and requires a different kind of thinking and new cross-functional disciplines.
Unique practical approaches to learn, apply and impact
Developed by the Global University Alliance in collaboration with market leading organizations, the certification program ensures learning in the following areas:
- Identify change needs
- Design a change path
- Minimize resistance
- Increase engagement
- Improve performance
- Safeguard benefit realization
- Reduce costs
- Ensure transformation
- Enhance innovation
- Enable continuous improvement
The Change Management certification program is designed to build applied skills in people around change thinking, techniques, practices and standards that enable the change to happen effectively within the organization. Each participant can work on a personal project that becomes the foundation upon which to apply standards and receive Individual Performance Coaching (IPC).
The two ways how to use the course
The course can be structured in two different ways;
- The first way is a standard course - which is a 5 days course – focusing on the learning objectives mentioned in the 'Learning objectives' section.
- The second way is a custom tailored program. A program that considers your specific business and IT challenges, requirements and wanted output. Depending on your specific needs as well as explicit change demand, the custom tailored program can range from 2 weeks to 6 months. Our team of trainers, coaches and project angels join your team to ensure that the program or project delivers on promise.
Dates, locations and tuition fees
13-17 February 2017: Stockholm
15-19 May 2017: Paris
Participation in the Change Management program can either be done as an open enrollment course - or for your organization/team as a closed course. To request a closed program, or if you have questions about registration or multi-attendee discounts, please contact us.
The Change Management certification program builds on the existing competencies and knowledge of the practitioner, while infusing a new way of thinking, working and modeling around change management concepts. This is done through intensive classroom training, in-depth tutoring and coaching throughout the program as well as with hands-on project experience where you apply the acquired change-related disciplines. Therefore, this professional Change Management program does not only transfer knowledge, it builds practical expert skills and competencies.
The resulting subjects are covered and therefore the following lessens are learned:
Change Management Way of Thinking
- 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.
Change Management Way of Working
- 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.
Change Management Way of Execution
- 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.
Individual Performance Coaching
Within the Change Management certification program, each participant receives 0.5 days of Individual Performance Coaching on a selected project. It is only through coaching and building on the participant's existing knowledge that competencies are gained and applied. The Individual Performance Coaching (IPC) is an integrated element of the Change Management certification path to ensure that the frameworks, methods, models, 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 transformation and innovation projects.
Certificates and degrees
Upon successful completion of this program, you will become a certified Change Management eXpert. The Change Management certification program is certified by the Global University Alliance which consists of +450 universities, and the enterprise standards body LEADing Practice.
Who should attend
The program has been designed for professionals with 3+ years of experience:
- Analysts: Strategy Analysts, Business Analysts and Process Analysts.
- 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.
- Managers: Business Managers, Project Managers, Program Managers, Product Managers, Process Managers, Service Managers and IT Managers.