Change Management ™ (APMG) Practitioner - Classroom (exam included)
1.650,00 EUR
- 2 days
Learn how to implement and manage change effectively! Dealing with change and more importantly, the impact of change is a high priority for all organizations. The Change Management Certification has been developed by APMG in partnership with the Change Management Institute (CMI), an independent, global professional association of change managers.
Course Overview
Dealing with change and more importantly, the impact of change is a high priority for all organizations. The Change Management Certification has been developed by APMG in partnership with the Change Management Institute (CMI), an independent, global professional association of change managers. Together they have developed a professional ‘body of knowledge’ for the discipline of change management. This body of knowledge now provides an independent benchmark for the professional knowledge expected of an effective change manager. APMG’s refreshed Change Management certification is fully aligned with the change management body of knowledge. The new syllabus samples a wide range of knowledge regarding the theory and practice of change management including:
- change and the individual
- change and the organization
- communication and stakeholder engagement and;
- change practice
The Change Management certification is delivered by APMG’s Accredited Training Organizations (ATOs). By passing both Foundation and Practitioner examinations – candidates will have acquired the knowledge needed to receive CMI’s ACM (Foundation) accreditation. They offer successful candidates a simpler route to personal accreditation, with only the experience element to complete.
During the training, the method is fully addressed. At the end of the training, the participant will know how change management can be implemented in an organization, project, program, or portfolio and who should be involved. The participant learned to work with the following aspects and techniques in a change management scenario:
Individual change:
- Reverse the learning dip.
- From unconscious to conscious competence.
- Learning cycle of Kolb.
- Four approaches for individual change.
- Myers Briggs indicators.
- Transformational change.
Team and organizational change:
- Team effectiveness.
- Forming storming, norming, performing.
- Belbin types.
- Bridges: managing the transition.
- Kotter’s leading change approach.
- Distinction leadership and management.
- Leadership styles.
Benefits for Organizations - All about delivery
Improving Agility
Build the organization’s capability and capacity to deal successfully with change, improving agility.
Supporting Strategic Direction
Increase the probability of successful business change/transformation – supporting strategic direction.
Minimize Risks
Minimize risks (costs, delays, loss of employee engagement, reputation) associated with failed initiatives.
Alignment
Align change initiatives with established, process-driven methods (like PRINCE2® and MSP®) to develop a unified approach to change.
Develop
Develop and sustain employee commitment and alignment with organizational purpose during times of change.
Stakeholder Engagement
Build and maintain the engagement of internal and external stakeholders with new initiatives.
Effective Communication
Manage more effective change communications with internal and external constituencies so that change is understood and supported.
Change Assessment
Improve assessment of change impact, integrated change planning and successful embedding of change into the life of the organization.
Course Timeline
Practitioner Change Management Practice
Day 1
- Impact of change, continuity and risk model
- Categorize the impact of change
- Determine the impact - McKinsey 7s Model and GAP analysis
- Analysis of the impact on stakeholders
- Willingness to change & formula of Beckhard and Harris
- The effective collaboration facilitators of change, middle managers and the target groups
- Promoting willingness to change in organizations
- Forming an effective (change) team
- To develop a change management plan
- Effectively dealing with resistance and to create and maintain momentum
- Participants will work with their own case studies
Final day Practitioner topics (+ Practitioner exam)
Day 2
- Establishing a training program
- Project: change initiatives versus projects and programs
- Adoption at three levels (Kelman)
- Tipping and critical mass to change
- Vicious and virtuous cycles
- Three mutually reinforcing systems
- Participants discuss their own case studies
- Change Management Practitioner exam
Learning Outcomes
During the training, the method is fully addressed. At the end of the training, the participant will know how change management can be implemented in an organisation, project, programme or portfolio and who should be involved. The participant learned to work with the following aspects and techniques in a change management scenario:
Individual Change
▪ Reverse the learning dip. ▪ From unconscious to conscious competence. ▪ Learning cycle of Kolb. ▪ Four approaches for individual change. ▪ Myers Briggs indicators. ▪ Transformational change.
Team and Organizational Change
▪ Team effectiveness. ▪ Forming storming, norming, performing. ▪ Belbin types. ▪ Bridges: managing the transition. ▪ Kotter’s leading change approach. ▪ Distinction leadership and management. ▪ Leadership styles.
Who Should Enroll in this Program?
Portfolio Managers
Project Managers
Change Managers
Project Support Officers
Corporate Risk Managers
Senior and Middle Management
Executives, PMO and P3O
Exam Information
Exam Information and Format:
The purpose of the Practitioner certification is to confirm whether the candidate has achieved sufficient know-how to apply and tailor Change Management guidance in a given organizational change situation. A successful Practitioner candidate should be able to start applying the Change Management approaches and techniques to a real change initiative. Their individual Change Management expertise, complexity of the change initiative, and the support provided for the use of Change Management approaches in their work environment will all be factors that impact what the Practitioner can achieve. Successful candidates will have fulfilled the knowledge requirements for Change Management Institute accreditation.
Practioner Exam Format:
- Objective testing based on a case study scenario
- Four questions of 20 marks each
- 40 marks required to pass (out of 80 available) - 50%
- 2.5 hours duration
- Restricted open book - The Effective Change Manager’s Handbook may be used in the exam.
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