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"Change is the only constant in the world" ~ Heraclitus
Learn how to adapt to this constant change and get the most of the change process.
Change Management is often a "process" that doesn't go according to plan and causes leaders and teams much stress. This is because the people factor is often not taken into consideration. This course offers YOU a solution.
This course helps leaders and individuals get to grips with understanding the emotional impact of change. The benefits of this are that just by understanding the emotional impact means that the impact of a change initiative is lessened. It focusses on how collaboration benefits the change process and can play a major role in minimising the emotional impact of change.
One of the main features of this course is its practical nature: in addition to short video lectures you can complete short reflective exercises resulting in an action plan to implement post-course. This means you can make changes back in the workplace that will benefit you and your team.
In addition to this you have access to me via messages and discussions. Once you joined the course, you will get all updates and new lectures free of charge in addition to supplementary material.
I am passionate about change management and I'm really keen to engage with students.
Although this course is aimed at people and organizations involved in change management the information can also benefit individuals going through personal changes.
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|Section 1: Introduction|
|This is the overview of the whole course explaining the roadmap for the programme. The course covers Change Theory Collaboration Skills of Collaboration Action - what action are students going to take after the course The introduction also highlights the learning objectives for the programme You will be able to appreciate the nature of change today and it's impact on individuals You will understand the difference between change follower and a chase chaser. You will be able to define what is meant by collaboration. You will be able to recognise the benefits of collaboration and change. You will be able to identify the skills of collaboration. You will know what you action you need to take to be better at collaboration. Finally Students are invited to interact and share their own stories|
|Section 2: Change|
|Introduction to the theory of change and how technological advances means change is much more rapid today. Summarising that change has always been part of our lives from birth to death but now we need to be more prepared as changes are coming much quicker.|
|This lecture explains the emotional response to change curve and why we find change difficult and emotional. By the end of the lecture students will understand the natural stages people go through when a change happens including shock, anger, denial, resistance, depression,acceptance and moving-on.|
|This lecture includes more advanced notes about the Emotional Response to Change looking at each of the stages. There is also a link to the Kubler Ross Model which the Change Curve theory was developed from.|
This exercise helps students reflect about their own emotional responses to change and how understanding this can help them with future changes. The purpose of the exercise is so that students can tap into their own emotions so they understand the stages that people go through during change.
|This lecture helps students understand the traits of Change Avoiders more fully. Also acknowledging that we can all be a Change Avoider at times|
|This lecture is all about being a positive change chaser. By the end of the lecture students will have an understanding of the behaviours and traits of change chasers. This lecture also looks at famous people who show these change chaser traits. Finally students will be asked to reflect on what they need to do to be more of a change chaser.|
This exercise helps students to reflect about whether they are "Change Avoiders" or whether they are "Change Chasers". Also the exercise asks the student to think about what could they do to be more of a "Change Chaser". This exercise can help students to think about what action they can take after the course.
|Quiz 1||6 questions|
This quiz checks the understanding of change and the emotions people feel during change
|Section 3: Collaboration|
|This lecture defines "Collaboration". And how collaboration is different to team working.|
|This lecture examines why collaboration can really benefit the implementation of change and why people, teams and organisations should collaborate. Collaboration can not only help change be implemented but also is good for the emotional welfare of individuals and teams.|
|Quiz 2||2 questions|
A quiz to check understanding of the definition of collaboratio
|Section 4: The Skills of Collaboration|
This exercise precedes the lecture on skills so that students can reflect about the skills of collaboration. This helps the student to really embed what collaboration is and think about what's involved.
|This lecture explores the skills of collaboration and highlights how collaboration is much more than just team work.|
This exercise gives students a chance to assess their skills of Collaboration with a view to creating a plan of action to develop after the course.
|Quiz 3||4 questions|
This quiz checks understanding of the skills of collaboratio
|Section 5: Conclusion|
This lecture includes a summary sheet of the areas covered in the course
|This lecture is about reviewing the objectives and evaluating learning so that students are clear about what they are going to do after the course.|
Why choose me as your course instructor?
I have spent half my career working for various organisations seeing both good and bad practice in leadership, management and change projects. Out of frustration at how bad leadership and change can be I decided to try and do something about this and hence Enabling Transitions, my business was born. I enjoy my work and love making a difference for individuals and organizations.
People buy my services because I am practical, passionate about people and plain speaking.
A summary of my experience:
I have over 20 years experience as a Leadership Coach and Trainer working with small, medium and large organisations across all sectors including the public sector and Not for Profit Sector. I am qualified as a Trainer and a member of the Chartered Institute of Personnel and Development. I cover all aspect of the training cycle from training needs analysis, design, delivery and evaluation.
In addition to this I am qualified at Masters Level in Business and Executive Coaching. I am passionate about one-to-one coaching, team coaching (Action Learning) and creating coaching cultures in teams and organisations.
I specialise in Coaching and Organisational Development and have worked on a number of change projects including Creating Coaching Cultures, Values, Performance Management Processes, Competency Frameworks and Leadership Style Change.