We have all experienced change at some stage of our life, be it good, bad, expected or unexpected. We cannot avoid or ignore change, even the world in which we live is changing constantly and has done so for the 3 billion years it has existed.

The one thing we can do is be prepared for it.
This workshop will investigate various ways of managing change leaving you better equipped to deal with future changes.   

By the end of this workshop, you will be able to:

* List the steps necessary for preparing a change strategy

* Describe the WIFM – the individual motivators for change

* Relate the five dimensions of the ADKAR model for understanding change

* Use needed components to develop change management  and communications plans

* Employ strategies for gathering data

* Utilise methods for leading change project status meeting and celebrating success

* Describe the four states of Appreciative Inquiry, its purposes, and sample uses in case studies

* Use strategies for aligning people with a change

* Describe the importance of resiliency in the context of change

* Explain the importance of flexibility in the context of change

Typically, the plan is a living document, undergoing updates at regular intervals. While most change management plans contain certain elements, no two plans are necessarily alike; they will vary according to the change management project and the needs of the organisation.
Certain elements are common to most comprehensive change management plans:

* Introduction

* Scope

* Methodology

* Benefits

* Roles and  Resources

* Milestones

* Success Measures

* Barriers and Risks (Risk/Benefit Analysis)

* Budget

* ADKAR is a goal-oriented change management model that allows change management teams to focus their activities on specific business results.  The model was initially used as a tool for determining if change management activities like communications and training were having the desired results during organisational change. For example,

* Awareness of the need to change

* Desire to participate and support the change

* Knowledge of how to change (and what the change looks like)

* Ability to implement the change on a day-to-day basis

* Reinforcement to keep the change in place

Appreciative inquiry is conducted in organisations for several reasons.

* It allows the performance of people from across the whole system to participate in an inquiry; all stakeholders (employees, customers, vendors, and interested community members) are involved in the process.

* It leads to the design of appreciative organisations that can support stakeholders fostering a triple bottom line; people, profits, and planet.

* It serves as a catalyst for the transformation of an organisational culture.

A communication plan should cover the following headings.

* Event. The communication, be it a weekly report, or a presentation to the board.

* Sender. Who is responsible for preparing and scheduling the piece of communication?

* Audience. Who should receive the communication?

* Content. What it will contain. This should address the reason the audience will be interested in the project.

* Timing. How often it will be presented.

* Medium. The way in which it will be delivered.

* Reason. Why you are communicating with them. Why are they a key stakeholder?

A communication plan should cover the following headings.

* Event. The communication, be it a weekly report, or a presentation to the board.

* Sender. Who is responsible for preparing and scheduling the piece of communication?

* Audience. Who should receive the communication?

* Content. What it will contain. This should address the reason the audience will be interested in the project.

* Timing. How often it will be presented.

* Medium. The way in which it will be delivered.

* Reason. Why you are communicating with them. Why are they a key stakeholder?

Please call Australian Salesmasters on 02 9700 9333 to book your attendance. Looking forward to meeting with you.