Change management: Design Successful Organizational Change
4.0 (149 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
2,228 students enrolled

Change management: Design Successful Organizational Change

How to engage people and enhance change readiness. Discover the 4 incentives to drive behavioral change.
4.0 (149 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
2,228 students enrolled
Created by Impact Company
Last updated 8/2019
English
English
Current price: $65.99 Original price: $94.99 Discount: 31% off
5 hours left at this price!
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This course includes
  • 1.5 hours on-demand video
  • 5 articles
  • 4 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • 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
Requirements
  • Basic understanding of organizational change
Description

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.


Who this course is for:
  • Change professionals with the ambition to understand the human factor in organisational change
  • Projectmanagers
  • Leaders
  • People who want to understand the people side of organizational change
Course content
Expand all 33 lectures 01:39:32
+ Be aware of the dilemma Results versus Engagement
3 lectures 11:01

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.

Preview 05:51

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.

Get the most of this course
04:35

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.

The dilemma of participation and result-orientation
1 question

Read here about the solution to Quiz 1: The dilemma of participation and result-orientation.

The solution to Quiz 1
00:35
+ The challenge of committing people to change
4 lectures 13:23

Addressing the important questions:

- Why is it so difficult to commit people to change?

- What behavior do you find challenging?

- What sorts of human behavior do we encounter in organizational change processes?

Introduction: How to overcome difficulties to change
01:07

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?

Why is it so difficult to commit people to change?
04:10

A reflective question about  what you find difficult in committing your target group to change.

What behaviour do you find challenging in the change process?
00:48

What is resistance to change? How does it manifest itself? What can you learn from different kinds of behavior?

Real life examples analysed
07:18
+ How to mobilize people towards ambitions by enhancing Change Readiness
3 lectures 14:42

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

Intro Enhance Change Readiness
01:25

- The definition of change readiness

- an example of my work experience

- the challenging paradoxes in enabling change readiness

What is the definition of Change Readiness?
08:02

The key to increase change readiness consists of the 4 incentives of Knowing, Reflecting, Willing and Capable.

How to enhance Change Readiness?
05:15
+ How to turn unwillingness into high engagement
2 lectures 06:21

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?

Introducing the 4 Incentives to enhance Change Readiness
01:55

Overview of the 4 incentives:

• Knowing

• Reflection

• Willing

• Capable

Overview of the 4 incentives: Knowing, Reflection, Willing and Capable
04:26
+ Incentive 1: Knowing
5 lectures 15:04

In this section you will learn why Knowing leads to understanding and how to design the incentive of Knowing. As a bonus you can download a cheat sheet.

Introducing Incentive 1: Knowing
01:30

Knowing - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?



Preview 06:25

Designing the first incentive: Knowing. By this design you guide the stakeholders to understanding the change objective.

How to design the incentive of knowing
05:34

In this lecture you make your own design with the Cheat sheet Knowing.

Assignment Knowing
01:33

Download the cheat sheet of the incentive Knowing here.

Cheat sheet Knowing
00:02
+ Incentive 2: Reflection
5 lectures 13:49

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?

Introducing Incentive 2: Reflection
01:41

Reflection - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?

Reflection leads to motivation
04:24

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?

How to design Reflection?
05:57

In this lecture you make your own design with the Cheat sheet Reflection.

Assignment Reflection
01:45

Download the cheat sheet of the incentive Reflection here.

Cheat sheet Reflection
00:02
+ Incentive 3: Willing
5 lectures 10:47

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.


Introducing Incentive 3: Willing
01:25

Willing - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?

Willing leads to engagement
02:42

How to design the incentive Willing? To create a process where all stakeholders participate in crafting solutions which contribute to the change.

How to design the incentive Willing?
04:54

In this lecture you make your own design with the cheat sheet Willing.

Assignment Willing
01:44

Download the cheat sheet of the incentive Willing here.

Cheat sheet Willing
00:02
+ Incentive 4: Capable
5 lectures 10:51

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.

Introducing Incentive 4: Capable
01:33

Capable - What is this incentive about? How does it affect the people to whom the change is targeted? Why is it important?

Capable leads to realisation of change
04:34

Designing the incentive of Capable, namely building an infrastructure whereby all targeted people are facilitated and able to realise the change.

How to design the incentive Capable?
02:51

In this lecture you make your own design with the cheat sheet Capable.

Assignment Capable
01:51

Download the cheat sheet of the incentive Capable here.

Cheat sheet Capable
00:02
+ Conclusion
1 lecture 03:33

A short recap of the course How to design successful organizational change. And about next steps.

Preview 03:33