 |
|
There are many excellent online courses. This has been hugely beneficial in my day to day work.
|
|
- Louise Nolan
|
|
|
|
|
Management of Change
Course Aims
Individuals are suspicious of change since it inevitably involves different actions and practices than those which they are currently familiar with and used to. Change is a black box that needs to be unlocked with care! The course involves readers working on their own specific change events and creating plans and procedures which will help smooth their change processes through group and individual feedback, exercises, formal inputs etc. |
Assumed Knowledge
Managers and supervisors who have to implement change but may have had little to do with the change decisions. They are now implementing decisions of others and need to know how to deal with the problems of implementing the change and living in a changing environment. |
|
Table of Contents
|
|
Recognising Change
|
|
|
Tools for Analysing a Recent Change
|
Methodology to Undertake a Force Field Analysis
|
|
Example of a Change Force Field
|
|
Key Implementation Activities
|
|
|
|
Drivers for Change
|
Hard and Soft Information
|
|
Dimensions of Influence Matrix
|
|
|
|
Change and Individuals: The Transition Curve
|
Seven Stages of a Transition
|
|
Tactics for Un-Blocking Resistance
|
|
|
Change and Individuals: 'Anchors'
|
Significance for Managers
|
|
|
|
Change and Individuals: Defence Mechanisms & Stress
|
Change and Defence Mechanisms
|
|
Stress and Reactions to Change
|
|
|
|
|
Change and the Views of Organisations
|
|
|
Successful Change Management
|
The ABCD's of Managing Change
|
|
Stages to Move from Ignorance to Adoption
|
|
Management Strategies to Assist Change
|
|
Individual Change Survival Checklist
|
|
|
|
Sustaining Change
|
Sustaining a Change Focused Climate
|
|
|
|
|
Action Plan
|
|
|
|
|
