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Organizational Change Management Practitioner

The Organization Change Management Class is a three day class.

The purpose of the Practitioner qualification is to confirm whether the candidate has achieved sufficient understanding of how to apply and tailor Change Management guidance in a given organizational change situation. A successful Practitioner candidate should, with suitable direction, be able to start applying the Change Management approaches and techniques to a real change initiative but may not be sufficiently skilled to do this appropriately for all situations. 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.

This qualification is aimed at change managers and aspiring change managers. It also relevant to other key staff involved in the design, development and delivery of change programmes, including: change leaders (e.g. Senior Responsible Owners), change ‘agents’ (e.g. Business Change Managers), change implementers (e.g. Programme Managers), change support (e.g. Programme Office) and operational line managers/staff.

High Level Performance Definition of a Successful Practitioner Candidate 

A candidate should be able to use the models and concepts outlined in the Course Text to understand ‘real world’ change processes, to offer relevant insights and ideas which can aid decision-taking, and assist in evaluating options. Specifically (s)he should be able to: 

  • Identify the organizational drivers of a change initiative and the links that initiative has with any governance structures (e.g. strategic, programme or project governance)
  • Use a range of organization paradigms to understand, support and sustain change processes, taking account of the culture of the organization
  • Apply an appropriate process framework to help plan or understand any particular organizational 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 discussions 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 organization change and the human impact of transition, and suggest practical leadership actions at 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 communication channels
  • Recognize signs of resistance to change and propose actions to mitigate it
  • Propose a range of levers by which a change can be sustained and become embedded in the organization 
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