Change Management Foundation and Practitioner

This certification is a key requirement for the following jobs:

• Change managers
• Staff involved in delivery of change programmes
• Change sponsors
• Business change managers
• Change implementers

Candidates can achieve this certification by passing the following exam(s).

• Change Management Foundation – Online Proctored Exam (included in the course fee)
• Change Management Practitioner – Online Proctored Exam

• Understand the key principles in defining what is to be learned by all involved in a change initiative
• Appreciate the ‘project’ environment in which change is governed and delivered, and change managed
• Project Management – change initiatives and projects
• Sustaining Change
• Change levers
• Levels of adoption
• Reinforcing systems

This course is likely to add to the employment related skills of the participants. The skills developed are likely to be used in the course of being an employee or working in a business.

• Professionals requiring a deep understanding of Change Management
• Professionals working in project environment and want to understand and apply change management practices

• Identify the organisational drivers of a change initiative and the links that initiative has with any governance structures (e.g. strategic, program or project governance)
• Use a range of organisational paradigms to understand, support and sustain change processes, taking account of the culture of the organisation
• Apply an appropriate process framework to help plan or understand any particular organisational change
• Establish a clear framework of roles, skills and activities through which leaders from different levels can support and sustain the change process
• Contribute effectively to preparation for a change initiative, including building the change team, offering insights which improve team effectiveness
• Offer relevant insights in discussion about how to prepare people for change, including planning for learning and motivational issues relevant to different roles and types of people
• Help colleagues understand the difference between organisational change and the human impact of transition, and suggest practical leadership actions of different stages of a change
• Support the identification and mapping of stakeholders in a change process and help develop approaches to build and maintain stakeholder engagement
• Draft the communications plan for a change initiative, taking proper account of the various stakeholders and of an appropriate range of communications channels
• Recognise signs of resistance to change and propose actions to mitigate it
• Propose a range of levers which a change can be sustained and become embedded in the organisation