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Module 28: Change

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Instructional Objectives

  • Assess the adaptability to change of the organisation(s)
  • Identify change requirements and transformation opportunities
  • Develop change or transformation strategy
  • Implement change or transformation management strategy

CHANGE AND TRANSFORMATION

Change and transformation (Practice 13) is an output. These are changes in the organisation necessary for, or part of, realising the benefits. The Change and transformation competence element enable the individual to help societies, organisations and individuals to change or transform, thereby achieving projected benefits and goals. 

Instructional Objectives 

  • Assess the adaptability to change of the organisation(s) 
  • Identify change requirements and transformation opportunities 
  • Develop change or transformation strategy 
  • Implement change or transformation management strategy 

Lesson 1 : Assess the adaptability to change of the Organisation(s)

  • Study the change history and determine the level of adaptability.
  • Research the potential areas of resistance.
  • Influence the circumstances that can raise the level of adaptability.
  • Take action when the change exceeds the level of adaptability.

30min.

 

Lesson 2 : Identify change requirements and transformation opportunities

  • Identify those people directly involved.
  • Analyze the interests.
  • Regularly investigate what should and could change.
  • Adapt yourself when interests change.

20min.

 

Lesson 3 : Develop change or transformation strategy

  • Identify possible change strategies.
  • Work together to validate these.
  • Document the change strategy.
  • Apply a step by step approach when this is necessary.
  • Learn from the experience.
  • Amend the strategy when necessary.

25min.

Chapter 4 : Implement change or transformation management strategy

  • Ensure you have a coordinated collection of interventions.
  • Implement the interventions.
  • Organize and lead workshops and training.
  • Openly bring up the subject of resistance.
  • Make use of mass media interventions.
  • Encourage new behavior.

25min.

CHANGE AND TRANSFORMATION (PRACTICE 13) IS AN OUTPUT. THESE ARE CHANGES IN THE ORGANISATION NECESSARY FOR, OR PART OF, REALISING THE BENEFITS. THE CHANGE AND TRANSFORMATION COMPETENCE ELEMENT ENABLE THE INDIVIDUAL TO HELP SOCIETIES, ORGANISATIONS AND INDIVIDUALS TO CHANGE OR TRANSFORM, THEREBY ACHIEVING PROJECTED BENEFITS AND GOALS.

In a world that is becoming more complex, it is more frequently becoming necessary to change both the strategy and the structure of the organization. The world is globalizing, people are more articulate, better educated and better informed. They want to be involved and will not just slavishly follow senior management. All of this makes change processes now much more complex than in the last century, and that is what this competence element is all about. Project management is no longer just about delivering a result, but nowadays nearly always contains a "management of change" component too. The project delivers a result, but it is ultimately the people who have to use this result in such a way that the organization becomes more successful because of it. In the past we always talked about the hand over of the result, but now we talk about the transformation of the people and the organization. It is no longer sufficient that they have been trained, or that the documentation is complete; there also has to be a transformation of attitude and behavior. We are used to defining the duration of projects, but that does not mean we can just assume that the past is no longer relevant. The opposite is the case, and the past is a very active player that can obstruct the success of the transformation. The organization’s employees often actively remember previous projects that were carried out slowly and with difficulty. Reorganizations from the past determine the degree of acceptance in the present. This competence, which places a strong emphasis on your adaptability.

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