The Importance of In-House Change Management Training
Building the capability to cope with high volumes of business change and transformation is essential. The latest Workplace Learning Report from LinkedIn and the latest research from Gartner identify change management and the ability to drive organisational culture as the top HR challenges for organisations.
KPMG, Deloitte and IBM have published studies to show that CEO ambition continues to grow, with more than half of CEOs expecting to increase their level of transformation, and the impact of AI adoption is expected to increase this further.
In-house change management training is an opportunity to build capability for change at scale. When 1 person learns, they have new skills which will increase their productivity. When a team learns together, they debate how they can apply these skills, leading to new ideas and improvements for them personally, for their team and for all those they engage with.
Elements of In-House Change Management Training
Quality of the training
My reputation is on the line!
Everyone says they offers top quality training, but for me the stakes are high. I am not a big training company, it is just me that trains so the quality of my training is directly related to my professional reputation.
Delivery that generates ability, not just knowledge
I have often described my courses as “group coaching” because I help people work through their current challenges, finding practical solutions and helping them plan how to implement them.
Tailored solutions
I am not a production line, I don’t have targets to meet, so I have the time to understand your needs, and use my experience to suggest ideas and examples from other talent development programmes I have run. We collaborate to identify the learning objectives, so I can ensure you achieve the outcome that you need.
More than training
As part of the courses, masterclasses and briefings I provide the materials to put into practice the techniques that I teach. This includes checklists, templates, example workshop agendas, role descriptions and questionnaires.
Real-world experience
I have led so many change initiatives, large/small; national/global; new opportunities/fixing problems – I have lots of real-world experience and many current examples from the programmes I am currently involved in, and whilst I don’t share the organisation names, I share the issues, their causes, the solutions and the results.
Ongoing support
We all know the statistics about how little we retain after a training course, so I have developed an AI powered platform called ChangeabilityPro® that enables anyone I have trained to access new ideas and the latest solutions. Change management is an evolving profession, so I add new techniques to this platform every few weeks, and provide a newsletter highlighting the latest thinking.
Samples of our most popular executive education programmes:
Strategic value of change management
This programme defines the risks and benefits of an effective, scalable approach to implementing and embedding change. It explains the alignment between your strategic transformation objectives and the outcomes produced by change management. It calculates the return on investment from resourcing change management and the risks when changes are not supported, including impact on operational effectiveness, customer satisfaction, first to market position and staff engagement.
Benefits – ability to position the resources and skills needed for transformational change within budgets and plans; confidence to know what effective change requires and how to build the capability and capacity in-house, without reliance on external consultants.
Executive leadership in an environment of multiple, simultaneous change
This programme supports your senior leaders with the skills needed to thrive during constant change. The programme defines the success criteria for a constantly transforming organisation and how this translates into specific responsibilities for senior leaders. This training guides senior leaders with the questions to ask, and the factors to assess to reassure themselves that the changes that they are leading will be successfully embedded. It provides them with practical recovery techniques when adoption of new ways of working is too slow or new capabilities are stuck on the starting blocks because of competing priorities.
Benefits – ability to draw together the elements of a transformation into a compelling statement of future capability; tracking progress; create an environment that encourages curiosity and optimism for change; managing interdependencies across multiple changes and constantly checking for duplications and omissions.
