Change Management

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In the times of dynamic economic and socio-political transitions, it is of utmost importance to groom ourselves according to the trend.

Human resource is one of the integral primary factors that maintain the growth curve of a business, each uniquely contributing his expertise.

  • Defining competencies and skills and dividing work to avoid overlap for better working efficiency, as well as, ensuring the key elements are addressed
  • As the very name suggests - change management, it is important to keep a track and upgrade the course taking in cognizance the requirement to revise
  • A simulated lab serves in inculcating the skills required to enhance operational competencies in the fast growing market
  • Sharing ideas with the experienced lot is always the best way to gain expertise in a trade like this which is undergoing continuous metamorphosis.
  • With the intent to make you aware of the skills and expertise imbibed during the training, a project plays significant role.
  • The yardstick to measure your performance and application techniques, mock tests act as the best tool for self assessment, boosting your confidence
  • This simulated set up supports you in being constantly in touch with your mentors, thus clarifying doubts instantly.

Course Indication


  • Transition of Change – Until recently, Change teams had time to follow an eight-step process, gather data, and create a vision for each change project.. But the VUCA(operate in a volatile, uncertain, complex, ambiguous) environment allows us neither the time nor the ease to rely on a set of basic tools any longer. 
  • Organizations are challenged by the intricacy of fast change. Organizations require dynamic and change-savvy managers and employees. Building constant way for change require a different skill set. Choices and consequences are no longer transparent. 
  • Role Play - Managers have a key role to play to ensure an organization’s future success. Recent research by Accenture shows that “ Business unit managers play the most significant role in effectively implementing change in organizations” (Parry 2015). So, they need to understand their expanded role, practice new management tech­niques, and explore the people side of change. 
  • Training human resource to adapt change- Reported in 2015, “Organizations must focus on behavioral change to make change more sustainable and become agile. It is about helping people embrace and adopt change by building personal competencies . . . It is about instilling personal responsibility and accountability for change at every level. . . .The focus should be on developing change leaders at all levels, not just reactive change managers” (Mitchell et al. 2015).
  • Course Outcome

    • Motivate and ease people into adjusting to organizational change.
    • Minimize the risks involved with unsuccessful organizational change initiatives.
    • Keep stakeholders engaged while an organization undergoes change or transformation.
    • Identify the roles needed to assemble teams most likely to deliver successful change.
    • Perform the role of a highly effective organizational change, transition or transformation manager.
    • Draw from a range of professional approaches to enable an organization to implement change smoothly.

    Course Stats

    • In case you are unable to adapt to the pace of the course, we will be there as a constant support post training.
    • The time is suggestively 40 hours, with 2 to 3 hours training in the weekdays and 8 hours of continuous training in the weekends.
    • We aim at optimizing the time span allotted to the course in favor of students so that apart from the training by experienced instructors, they are able to hone their skills amidst interaction and consultation of our experts. 
    • Do not worry, we do not flood your brains with random concepts that is difficult for comprehensive understanding. Our educators have chalked out a possible scope to prepare you with the essentials and trending ideas within the demarcated time. 


    • The project is an integral and essential part of this entire training module.
    • Most importantly, to cut a niche in the IT arena, every techie is expected to have a hands-on experience in every training he undertakes. There is no space for just theoretical knowledge in this cut throat- competitive industry.
    • Thinking from the perspective post your training, you should be in a position to take over complete responsibility at the work place. Also, in case, you pursue further studies, the fundamentals have to be on your finger tips, so that you can glide through further complex concepts. So, we expose you to a deeper practical approach, a kind of simulated version of what you are likely to come across in near future.

    Course Objectives

    • Clarify a change vision and align it to the department and the work to be done.
    • Implement the fundamentals of a change management initiative.
    • Define and assess departmental and organizational readiness for change.
    • Communicate a sense of urgency to employees.   
    • Create a communication plan, optimized by social media.
    • Manage relationships and resistance in all areas.
    • Act as a role model for change throughout the organization. 
    • Create opportunities to engage and involve the workforce.
    • Generate quick gains and long-term improvements throughout the organization.
    • Build capacity for continuous change throughout the department/organization.

    Pre requisites

  • Drawn from psychology and behavioral science, and applying it through engineering and systems thinking, change management has become an imperative for senior level project managers. They are responsible for supervising the operational competencies on resources being employed to fetch optimum results.

  • This curriculum is just apt for them considering the improvisation they would be expected to bring about in order to keep pace with the irratically changing industrial atmosphere, where innovations like artificial intelligence and ambient intelligence is on the loose.

  • Change management is a broader categorization with the approaches to manage varying widely, ranging from sectors of organization and segments of project. Many organizations and industry mavericks take to formal change management procedures. These provide maps, checklists and chalks out plans of what needs to be done to process change integrally.
  • Learn Why

  • Change management framework can help in internal assessment and analysis of roles played by each personnel and how elements of change manifests itself in myriad forms- ranging from understanding key in order to develop the solution, as well as, integrating the technical aspects and human resource deployment. The underlying objective is to create an inclusive framework allowing communication to segregate the skills that a change practitioner might have imbibed (project managers, change managers and those contributing towards designing solution) from the disciplines that are being continually used for implementing effective change.
  • check schedule

    • 31 Oct-31 Oct
    • 08AM - 11AM EST
    • MonTueWedThuFri
    • 11 Session (3 Hours Each)
    • USD 499
      USD 599
    • 31 Oct-31 Oct
    • 09AM - 05PM EST
    • SatSun
    • 11 Session (8 Hours Each)
    • USD 499
      USD 599

    como método educativo para corregir conductas infantiles Download Schedule

    Talk to us for convenient Schedule get timings

    Course Curriculum

    Recognizing that a Change is Needed

    Objective:  To identify the internal or external stimulus resulting in  need for change

    • Internal performance
    • Customer inputs
    • Competitive threats
    • Financial results
    • New business opportunities
    • Regulatory changes
    • Strategic planning

    Solution Design and Development

    Objective: creating a solution with the motive to improvise the performance of the organization based on the grounds of required change 

    • Vision and strategy development
    • Process design / BPR
    • New technology
    • Restructuring
    • Merger / Acquisition
    • OD interventions
    • New product offering
    • New service offering

    Solution Implementation

    Objective: adopting a solution that integrates technical requirements 

    • Pilots and trials
    • Systems and tools deployment
    • New process implementation
    • Transition to new organization structure and job roles
    • Implementation of compensation, appraisal or incentive programs

    Project Management

    Objective: optimizing tasks, resources, budget, time and scope of technical design and application

    • Project planning
    • Schedule development and tracking
    • Resource management
    • Budget development and control
    • Issue tracking
    • Project oversight
    • Project reporting

    Change Management

    Objective:  encouraging employees to be instrumental in implementing reuired changes in a proficient manner, thus improving 

    • Readiness assessments
    • Change portfolio management
    • Change saturation analysis
    • Employee engagement
    • Change management strategy
    • Change management planning
    • Change sponsorship
    • Communications during change
    • Training new skills and abilities
    • Coaching employees through transitions
    • Resistance management
    • Performance measurement

    Explicit Module

    • Introduction to change concepts
    • Understanding behavior change challenges
    • Ego defences and creating change Deutchman’s 3R Change Model 
    • Strategic renewal: incremental and transformational
    • Effecting change at Grand Union Employee behavior Triggers for change 
    • Kurt Lewin and organizational change Organizational development and effectiveness 
    • Resistance to change Organizational diagnosis
    • Organizational dialogue and organizational silence Communicating change to stakeholders 
    • Communications strategy and measures of justice Communicating bad news to stakeholders 
    • Managing personal transitions 
    • The Social Readjustment Ratings Scale Change Transition Model
    • Stages of psychological reaction to change 
    • Facilitating employee change transitions 
    • change intervention styles 
    • Effective helping behaviors 
    • Economic and OD transformation strategies 
    • Economic strategy Overcoming executive resistance to OD change strategies
    • Planning for change implementation 
    • Appointing a transition manager Identifying what must be done 
    • Develop an implementation plan 
    • Using multiple leverage points to effect change 
    • Scheduling change activities 
    • Rewarding transition behaviors
    • Developing feedback mechanisms
    • Chronological theory of change intervention approaches
    • Issue-focused approach to change intervention
    • Human Resource and Human Process interventions
    • Technostructural and Economic interventions
    • Selecting appropriate interventions
    • Identifying diagnosed issue, level and depth of change
    • Applied models for intervening Time and efficacy constraints on change interventions
    • Collective learning Knowledge transfer Intra and Inter organizational learning barriers
    • Appreciative Inquiry Business Process Reengineering Lean
    • Sustainability: making change last Force Field Theory and helping change stick 
    • 10 barriers and 10 solutions to sustainability at the NHS Spreading change across the business

    job role

    Las collejas, entendidas como método educativo

    • Consulting
    • Senior management positions
    • Change management consultant
    • Human resources
    • Coaching and training roles
    • Project management
    • Operations and logistics


    • Devise an approach for overcoming resistance
    • Analyze your organization in terms of its tendency toward change
    • Build an approach for identifying and influencing key stakeholders
    • Analyzing, enhancing, and activating network in order to achieve objectives and improving on ability to practice power play.
    • Analyzing intricate solutions ranging from when or not to negotiate, whether at all to negotiate, and how many issues have to be put on the table.

    Salary report

    Las collejas, entendidas como método educativo

    Las collejas, entendidas como método educativo
    para corregir conductas infantiles no deseadas, aún no están abolidas legalmente. Distintos países euro

    Las collejas, entendidas como método educativo

    The Best Practices in Change Management – 2016 Edition shows an increase in education and training in these lines of behavioral discipline. It is expected for  this desire for knowledge to grow continually, with the following trainings being identified as particularly niche:

    • Training for broader audiences
    • Formal change management training events
    • Designated training sessions for change leaders
    • Integrating change management training into existing professional learning and comprehensive development programs.
    To sum up in a nutshell, times ahead can prove to be revolutionary and lucrative  for the change management industry and its practitioners . Professionals can expect the discipline to evolve and to thrive over a long period. With increased usage and application of change management, more diverse adoption of its proven procedural framework is being utilized and interests continue to surge in education and training. Evolutionary in its approach, with consistency in delivering the pledged transition, change management is set to transform the industry.

    job support

    Las collejas, entendidas como método educativo

    Being in the industry and guided by the experts for so long, we have experienced that skilled candidates never has to wait for being recommended. Performance makes the statement. 

    If you are unable to figure out the way ahead, we are here to support you under such grim circumstances. However, your foremost responsibility will be learning the underlying aspects of the trade by means of thorough research.

    We do not make you enroll with any false promises of income security ones the course is over, but, ethically we take onus to recommend your skills to professionals.



    This certificate reveals the ultimate idea of the expected improvisation in carrying out responsibilities in the fast changing environment in cohesion with what it takes to sustain in an age of revolutionary innovation and strategizing. It also explores a vast arena ranging from — product development, quality management practices, and application of technology. Through our curriculum and intera tive sessions on organizational change, strategising and change management, professionals can develop a disciplined and methodical approach to foster change across all platforms in an organization.

    It prepares a professional to predict in which direction things are proceeding, implement necessary changes, and nurture the spirit to undertake initiatives in order to express the agenda. The core course enables and gears a student to enhance development goals while opting for this interactive program that suits particular professional demands.


    Are the programs available internationally?

    Yes. Our programs are available internationally. Our students hail from countries around the world. Please note, all courses are taught in English.

    Is there an application process or prerequisites?

    Do you offer any organizational discounts?

    As our programs are professional development programs, there are no prerequisites or formal admission processes required for enrollment. We do however pride ourselves in helping to guide our students to a program that would be a good fit for them based on their background and goals.

    How do the certificates/courses work?

    We are happy to offer groups and organizations discounts. Please speak to an enrollment counselor to find out your options for your entire team.

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