Change Management: Design Successful Organizational Change. How to Engage People and Enhance Change Readiness
- Self-paced with Life Time Access
- Certificate on Completion
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How to Design Successful Organizational Change.
How to engage people and enhance change readiness: “Discover the 4 incentives to drive behavioral change for smooth transitions"
So here’s a quick overview of what you're going to learn in this course:
- Section 1: discusses the dilemma of establishing engagement with all stakeholders, while achieving results
- Section 2: gives understanding about challenging stakeholder behaviour in relation to change
- Section 3: explains how to mobilize people towards ambitions by Enhancing Change Readiness
- Section 4: shows you how to turn unwillingness into high engagement and achieve results by applying the 4 incentives to enhance change readiness
- Section 5: elaborates on How to design a collaborative multi-perspective reality by applying the first incentive of Knowing, which leads to understanding
- Section 6: explains How to design reflection, which is the second incentive, by which stakeholders become motivated to change
- Section 7: is about How to design a creative and sense-making process that enhances stakeholder ownership by applying the third incentive of Willing, which leads to engagement
- Section 8: is about How to build an infrastructure for change by applying the fourth incentive of Capable, which enables people to actually contribute to the change
- Basic understanding of organizational change
- How to Design Successful Organizational Change
- How to engage people and enhance change readiness
- Discover the 4 incentives to drive behavioural change for smooth transitions
- Change management, the human factor
In this course you will learn how to design a change process where people feel engaged in the change. You will learn how to use 4 incentives to enhance change readiness to set up an environment for a smooth transition. You will get theoretical understanding, real life examples, short exercises and practical cheat sheets. So you can adapt these easy in your own work practice.
In this short lecture I tell you how to get the most out of this course.
Some brief tips on: How can you get a guaranteed win out of this course.
Do you recognize this situation?
A change always involves many different people (employees, customers, suppliers, business partners, etc.), each with their own perspective and interest. The challenge in change is how to get all people aligned?
I call this the dilemma of participation and result-orientation:
• Participation creates sponsorship and involvement of all stakeholders, but can lead to endless discussions without outcome.
• A result driven process creates time gain when working with a small team, but guarantees no broad-based sponsorship of stakeholders and needs extra effort in embedding the decision or solution.
Read here about the solution to Quiz 1: The dilemma of participation and result-orientation.
Understand how to overcome difficulties to commit people to change. Exploring change from the receiver perspective.
We focus on the human factor and take the receiver perspective. What happens with the employees to whom the change is targeted? What behavior is displayed? Also, what difficulties do we encounter during the change process?
A reflective question about what you find difficult in committing your target group to change.
What is resistance to change? How does it manifest itself? What can you learn from different kinds of behavior?
In the upcoming lectures:
- We explore the definition of change readiness
- We discuss the challenging paradoxes in enabling change readiness
- And we focus on how to enhance change readiness
- The definition of change readiness
- an example of my work experience
- the challenging paradoxes in enabling change readiness
The key to increase change readiness consists of the 4 incentives of Knowing, Reflecting, Willing and Capable.
You know the definition of each of the incentives: Knowing, Reflecting, Willing and Capable. And how to apply these incentives.
The key to enhance change readiness is to work with the four incentives of Knowing, Reflecting, Willing and Capable.
Why are these incentives so important?
Overview of the 4 incentives:
• Knowing
• Reflection
• Willing
• Capable
You will learn why Knowing leads to understanding and how to design the incentive of Knowing. With an assignment you make your own design of Knowing and you receive a cheat sheet as a bonus.
Knowing - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?
Designing the first incentive: Knowing. By this design you guide the stakeholders to understanding the change objective.
In this section you dive into the second incentive to enhance change readiness: Reflection, which drives personal motivation for change. Why does Reflection leads to motivation? And how do you design a process where people start reflecting?
Reflection - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?
How to design the incentive of Reflection? How to create a process where people make a personal connection with the change and find motivation for contributing to the change?
In this section you explore why Willing leads to engagement, how to design the incentive of Willing and you make an assignment with a cheat sheet.
Willing - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?
How to design the incentive Willing? To create a process where all stakeholders participate in crafting solutions which contribute to the change.
In this lecture you make your own design with the cheat sheet Willing.
Download the cheat sheet of the incentive Willing here.
In this section you will learn why Capable leads to commitment, how to design the incentive of Capable and you have an assignment. And again I designed a cheat sheet of this incentive for you.
Capable - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?
Designing the incentive of Capable, namely building an infrastructure whereby all targeted people are facilitated and able to realise the change.
In this lecture you make your own design with the cheat sheet Capable.
Download the cheat sheet of the incentive Capable here.
A short recap of the course How to design successful organizational change. And about next steps.
