Change Management course Part II

In continuation to the previous post that explained little about what change management course requires, please find this PPT gives you an extensive way to handle groups on change. We have to understand the needs for change and manage direction that people coping effectively with it by developing soft skills. If the change is unsettled, the manager coherently needs to settle with influence.

We need to personally communicate to every one to handle sensitive and sensible facets of change management in the organisation. Check that people affected by the change agree with, or at least understand, the need for change, and have a chance to decide how the change will be managed, and to be involved in the planning and implementation of the change. We need to communicate face-to-face with the people too if they are helping you manage a course of change.

If you think that you need to make a change quickly, probe the reasons - is the urgency really? If the effects of accepting a more sensitive period really be more calamitous than controlling over the change, instantaneous change prevents proper reference and complete involvement and interest, which leads to troubles that take time for resolution.

Kindly go through the PPT slide show and post your comments.

Leading & Managing Change - 2

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Change Management course Part I

Change management will not be more difficult if you apply some simple principles. Attaining personal change will be more successful too if you use the same approach where possible and relevant. Change management implicates attentive planning and sensible effectuation, and above all, consultation with, and participation of, the people affected by the changes. When we coerce change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change.

For organisational change that implies new actions, goals setting and procedures for the team, include capacity building workshops to attain apprehension, interest, designs and programmes, objectives and aims, commitment and real time actions involed. Encourage your management team to use workshops with their people too if they are helping you to manage the change.

This post gives you a training material for handling a group of people in organisations including NGOs. This post includes the slide show of Leading and Managing Change Part I. Part II will follow next week that includes the initialising and implementing stage and "8 steps of leading change". Keep checking this site and post your comments and requirements. Find the following PPT of Leading and Managing Change part I

Leading & Managing Change - 1

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