Plan succession and continuity for the roles most exposed to change communication plans.
Building Effective Communication Plans During Change Initiatives
Build a working method for change communication plans that stands up to scrutiny and survives daily pressure.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for change communication plans that managers quietly work around has already failed. Most disputes about the wider people management and development agenda begin as a conversation that was handled badly. Benchmarking exercises repeatedly place this area of people management and development among the areas with the widest performance spread. Participants take away a working set of documents supporting change communication plans, ready to be adapted internally. Participants come from operational and oversight roles, and both perspectives on the people management and development discipline are used deliberately. The course covers the people management and development capability at the level of detail needed to act, and stops there. What blocks progress on change communication plans is usually unclear ownership rather than unclear intent. Participants test their assumptions about this area of people management and development against scenarios designed to break weak ones. It closes by agreeing the smallest change to the people management and development discipline that would make a visible difference.
Expected Learning Outcomes
Agree the first three actions on change communication plans that will be taken on returning to work.
Integrate change communication plans with reward, development and performance processes.
Measure the effect of change communication plans on retention, performance and engagement.
Test the organisation's response to change communication plans under conditions that are less than ideal.
Distinguish the parts of change communication plans that must be standardised from those that require judgement.
Pilot changes to change communication plans before rolling them out organisation-wide.
Who Should Attend
Human resources managers and business partners responsible for change communication plans.
Consultants and advisers supporting clients on change communication plans.
Talent and organisational development specialists working on change communication plans.
Planning staff whose forecasts and budgets are affected by change communication plans.
Employee relations specialists handling cases arising from change communication plans.
Legal and compliance advisers reviewing change communication plans.
Course Modules
Change communication plans: policy design and legal footing
2 sessions · 8 pointsSession 1What your existing data already says about change communication plans
- Set escalation thresholds for change communication plans that work out of hours.
- Set the consistency check that catches uneven application of change communication plans.
- Identify single points of dependency in change communication plans and reduce them.
- Confirm that contractual obligations around change communication plans are understood.
Session 2Escalation and decision rights in change communication plans
- Build the appeals route for change communication plans and publish it.
- State the purpose of change communication plans in one sentence a new manager would understand.
- Script the difficult conversation change communication plans requires and rehearse it.
- Build the competence framework that supports change communication plans.
Change communication plans: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Piloting a change to change communication plans before committing
- Estimate the cost of change communication plans and the cost of leaving it unchanged.
- Confirm that reporting on change communication plans reaches the people who can act.
- Review change communication plans for unintended equity effects across groups.
- Verify six months later that changes to change communication plans have held.
Session 2Reviewing change communication plans against what actually happened
- Confirm records relating to change communication plans meet retention and privacy rules.
- Identify the data already collected that bears on change communication plans.
- Agree the smallest change to change communication plans that would be visibly useful.
- Draft the minimum viable people policy for change communication plans.
Change communication plans: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Where change communication plans typically breaks, and why
- Identify where judgement in change communication plans is legitimate and where it is not.
- Ask employees what change communication plans feels like from their side.
- Measure the effect of change communication plans on retention and performance, not activity.
- Compare intended and actual outcomes of change communication plans honestly.
Session 2Explaining change communication plans so people believe it
- Agree what will be standardised in change communication plans and what will not.
- Test the policy on change communication plans against three real cases from the past year.
- Agree the indicators that will show whether change communication plans is improving.
- Pilot changes to change communication plans in one area before wider rollout.
Change communication plans: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Keeping records on change communication plans that are lawful and useful
- Decide what will be stopped to create capacity for change communication plans.
- Check that change communication plans complies with current labour regulation in every location.
- Train line managers on change communication plans rather than handling every case centrally.
- Prepare the response for the most likely failure in change communication plans.
Session 2Reviewing change communication plans when nothing has gone wrong
- Assign responsibility for keeping documentation of change communication plans current.
- Review whether change communication plans is aligned with the objectives of the workforce.
- Design the communication for change communication plans around the questions people will actually ask.
- Set the annual review point for change communication plans and who attends.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.