Implementing Change Management within an Integrated Management Framework
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| Feb 15, 2012 | $595 | |
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| May 3, 2012 | $595 | |
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| Oct 25, 2012 | $595 | |
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1 day workshop - 8:30 to 4:30
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Large-scale organizational change is here and will be for the foreseeable future. Pressures for change come from many directions and are rarely simple. They usually possess a common thread in that they all impact significantly on people. In the quest for a smooth transition through the change process, by following a change methodology and learning from the experiences of others, we can mitigate against the risks associated with change and take our projects to a successful conclusion.
This one-day Workshop on Managing Change in the Public Sector provides an opportunity to learn best practices and leading-edge thinking in the area of change. The workshop will cover the following:
- The forces causing change in Government Departments and Agencies
- Different perspectives on change management
- Factors to consider in implementing Structural Change
- Factors to consider in implementing Cultural Change
- How to implement Organizational Change
An extensive workshop exercise consolidates the various facets of change as a hands-on approach to change management which helps participants put into practice what they have learned.
The content of the modules of the Workshop are outlined below:
Module 1 - Context and Pressures For Change Management
- External Forces For Change
- Internal Forces For Change
- Reasons For Failure
- Factors Facilitating Change
Module 2 - Implementing Structural Change
- Mandate
- Mission
- Values / Ethics
- Vision
- Policy / Programs
- Organization Structure
- Management Processes
Module 3 - Implementing Cultural Change
- Committed Leadership
- Vision
- People Management
- Rewards and Recognition
- Participation
- Communications
- Training and Development
Module 4 - Principles of Change Management
- The rationale for change has to be understood and accepted
- When making a change do it fast
- Know where you are going: Establish the Strategic Direction
- Ensure strong, visible, cohesive leadership
- Be comprehensive. Change should be all encompassing not incremental or marginal
- Build commitment through participation
- Look after the people
- Communicate- Communicate- Communicate. You cannot over communicate
- Manage the cultural change- It doesn’t just happen
- You have to MAKE it happen
Module 5 - Creating the Plan For Managing Change
- Clarify The Vision of the Future State
- Build The Transition Team
- Prepare the Implementation Plan
- Link PMA Commitments to Implementation Plan
- Managers Assume Full Responsibility For Managing Their People
- Communicate The Future and What Is Being Done To Get There
- Focus Attention On Obtaining Commitment
Background on Facilitator
The facilitator for this workshop, John Thomas, has had extensive experience in managing change in private and public sector environments and has given numerous workshops within the Federal Government and abroad.
John is President of JFT Management Consulting Inc.and was responsible for the following major change initiatives in addition to others both large and small:
- Introduced new technology into Correctional Services, which resulted in an award (1 of 15 in the Private and Public sectors) for bringing about significant managerial change through the use of technology.Developed and implemented a new Vision and Organization in the Canadian Coast Guard to bring about one-stop shopping for clients.
- Integrated Canadian Coast Guard and Fisheries and Oceans into one organization and developed a new vision, strategic direction, business plan and basis for accountability.
