Change Management ™ (APMG) Foundation & Practitioner - Classroom (exam included)
2.650,00 EUR
- 4 days
Learn how to implement and manage change effectively! During this 5 day training the participant will improve the knowledge and skills significantly. The participant will learn how to implement Change Management, will learn to analyse change management situations, and will learn how to improve existing change management practices. After the training, the participant can immediately apply new insights and techniques within the clients organisation.
About the Program
4 day online classroom
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.
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 organisational 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.
Align change initiatives
Align change initiatives with established, process-driven methods (like PRINCE2® and MSP®) to develop a unified approach to change.
Alignment
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 communications
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
Introduction and individual change process
Day 1
▪ Change Management Introduction and context
▪ The link between learning and changing
▪ Learning process and ‘the learning dip’
▪ Models for individual change
▪ Motivation
▪ Individual differences (including MBTI)
▪ Participants start with your own practical cases
Change in organizations
Day 2
▪ The organization metaphors (Morgan)
▪ Organizational Culture and Change
▪ Change Models on the organizational level:
- 3-phase model of Lewin
- 8-Step model and the dual organizational model of Kotter
- Systems thinking and the three challenges of change of Senge
▪ Emergent Change
▪ Key roles in organizational change
▪ Defining the change
▪ Strength Analysis and homeostasis
▪ Developing a vision
▪ Benefits Management
▪ Optional: You and the change - Personal leadership
▪ Participants will work with their own case studies
Communication and stakeholder engagement (+ Foundation exam)
Day 3
▪ Leadership and stakeholder engagement
▪ 7 principles to the involvement of stakeholder
▪ To identify and describe stakeholders
▪ Segmenting stakeholders eg "CPIG 'segmentation
▪ Techniques to bring stakeholders into the picture
▪ Managing relationships and mobilizing stakeholders
▪ Rogers' Innovation Adoption Model
▪ Listening, lead with meaning and emotion, affect
▪ Professional communication in change
▪ Participants will work with their own case studies
▪ Foundation exam
Foundation and Practitioner Change Management Practice
Day 4
▪ 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 5
▪ 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
Who Should Enroll in this Program?
Portofolio managers
Program / Project managers
Change managers
Project Support Officers (PMO'ers)
Corporate risk managers and auditors
Senior and middle management, executives
Foundation & Practitioner
Foundation level
The Foundation certification aims to confirm that a candidate has sufficient knowledge and understanding of Change Management to work as an informal team member working on an organizational change initiative. The Foundation certification is also a pre-requisite for the APMG Practitioner certification.
Foundation Exam Format
- Multiple choice
- Four sections, a total of 50 questions
- 25 marks required to pass (out of 50 available) - 50%
- 40 minutes duration
- Closed-book.
Practitioner Level
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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