Change Management Foundation

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The Change Management courses (Foundation and Practitioner) were developed by APMG International Ltd. in collaboration with the Change Management Institute. They aim to help organizations and their employees manage changes and their impact. They present techniques for effective planning and implementing successful transformational initiatives. In the modern business environment (and beyond), changes are constant. This can pose challenges but also create opportunities. By effectively managing changes, organizations increase their efficiency and achieve their goals in conditions of high variability and uncertainty. Understanding the impact of changes on the organization and its staff is crucial for managing them. Change can bring positive or negative effects. It can lead to increased productivity, improved morale, and the generation of new developmental potentials. It can also cause stress, anxiety, and resistance. Change management training shows how change affects individuals, teams, change leaders, and organizations. Change Management Foundation is a collection of concepts and best practices for managing change in an organization. It is based on proven, recommended methods that facilitate the implementation and maintenance of business change. By familiarizing participants with ways to work with individuals and teams from the perspective of learning, motivating, communicating, creating and presenting a vision of change, and dealing with resistance – their effectiveness in implementing changes will improve. Additionally, those who complete the training will have a greater awareness of how to build structures that support change implementation: change management teams and networks of change agents.

• Anyone interested in understanding the basic principles of achieving successful organizational changes, transformations, or conversions
• Members of teams involved in organizational change projects, transformations, or conversions
• Professionals seeking to obtain the Change Management Practitioner certification – for which the Change Management Foundation certificate is a prerequisite

• Explain the existing context for the topic of change and its evolution
• Understand the main factors triggering change and its organizational context – including its impact on organizational culture
• Describe different approaches to planning and implementing changes, highlighting the high value of the co-design approach
• Assess the impact of changes and identify ways to support people in the change process, develop strategies to overcome resistance and build motivation for change
• Support individuals in key roles related to changes and help them build an effective change team
• Explain how understanding the dynamics of people and the organizational context changes the way we approach changes
• Analyze stakeholders and the dynamics of their interactions to develop appropriate strategies for engaging them and creating effective communication for change
• Identify different types of measurements that can be used to track the effectiveness of change management activities and their application in change management
• Prepare for the Foundation level exam

• Understanding the change process
• Gaining skills to create an appropriate environment conducive to change
• Acquiring knowledge about effectively implementing change
• Learning concepts, tools, approaches, and techniques that will support the change process
• Understanding the roles, responsibilities, and accountabilities of leaders in implementing changes
• Enhancing skills in identifying the personality preferences of change stakeholders and appropriate ways to interact considering those preferences
• Learning about the application of neuroscience, agile approaches, and coaching elements in implementing change
• Familiarizing with ways to measure the effectiveness of changes

• Organizational context and approach – connections between change and benefits, levels of adoption, planned and emerging approaches, Cynefin model, systems thinking, organizational culture, force field analysis.
• Co-creation and change strategies – co-design, ADKAR model, evolution of the change process, delivery strategies, agile practices, and the role of the Change Manager.
• Understanding people in change – personality types, learning styles, reactions to change, motivation, mental resilience, neuroscience, fear of change and learning.
• Psychology of change – formula for change, positive psychology, competencies necessary for adaptation and development.
• Leadership in change – roles of leaders, psychological safety, impact of organizational culture, team development, importance of diversity.
• Communication and stakeholders – identification, analysis, and engagement, communication theory, channels, planning, and building messages.
• Emotional dimension of communication – reaching hearts and minds, cognitive limitations, effective forms of communication in the change process.
• Impact assessment and resistance – analyzing the impact of change, causes of resistance, counteracting methods, and working with resistance.
• Measuring change effectiveness – creating measurement strategies, data analysis, measurement limitations, balanced scorecard.
• Role of the Change Manager – practical aspects of work, competencies, and actions supporting effective organizational transformation.

3 days