Design a policy on organisational change strategy that is fair, lawful and actually usable by line managers.
Building Effective Organisational Change Management Strategies
A senior-level treatment of organisational change strategy, focused on what changes outcomes.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about organisational change strategy begin as a conversation that was handled badly. A process for the people management and development discipline that managers quietly work around has already failed. It is appropriate for those preparing to take on wider responsibility for this strand of people management and development. Improvement in organisational change strategy stalls when it depends on one capable individual rather than a defined method. Comparative studies of the people management and development capability across sectors find the same handful of failure points recurring. The method assumes participants will be challenged on their handling of this area of people management and development and prepares them for it. The programme takes participants through organisational change strategy end to end, from framing the problem to closing it out. The programme builds the judgement to know which parts of the wider people management and development agenda to standardise and which to leave flexible. The programme closes with an action plan for this part of people management and development that each participant writes for their own organisation.
Expected Learning Outcomes
Establish what evidence would demonstrate that organisational change strategy is under control.
Handle exceptions to organisational change strategy consistently and document the reasoning.
Design the appeals or grievance route attached to organisational change strategy.
Prepare managers for the emotional load organisational change strategy places on them.
Align organisational change strategy with the wider objectives of the workforce rather than optimising it in isolation.
Assign clear ownership for each element of organisational change strategy across the functions involved.
Who Should Attend
Learning and development officers building capability in organisational change strategy.
Senior leaders accountable for the culture organisational change strategy produces.
Line managers who apply organisational change strategy in practice.
Consultants and advisers supporting clients on organisational change strategy.
Coordinators responsible for keeping records and documentation of organisational change strategy current.
Legal and compliance advisers reviewing organisational change strategy.
Course Modules
Organisational change strategy: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Building manager capability in organisational change strategy rather than owning it centrally
- Review whether organisational change strategy is aligned with the objectives of the workforce.
- Verify six months later that changes to organisational change strategy have held.
- Assign responsibility for keeping documentation of organisational change strategy current.
- Set out how exceptions to organisational change strategy are requested and approved.
Session 2Keeping records on organisational change strategy that are lawful and useful
- Build the appeals route for organisational change strategy and publish it.
- Distinguish symptoms from causes when organisational change strategy underperforms.
- Rank the weaknesses in organisational change strategy by consequence rather than by ease of fixing.
- Set the consistency check that catches uneven application of organisational change strategy.
Organisational change strategy: policy design and legal footing
2 sessions · 8 pointsSession 1Who answers for organisational change strategy, and to whom
- Define who decides on organisational change strategy and who may only recommend.
- Train line managers on organisational change strategy rather than handling every case centrally.
- Rehearse the briefing on organisational change strategy that would follow an incident.
- Identify the data the organisation already holds that bears on organisational change strategy.
Session 2What to measure in organisational change strategy and what to ignore
- Pilot changes to organisational change strategy in one area before wider rollout.
- Arrange the handover of organisational change strategy so capability survives staff changes.
- Estimate the cost of organisational change strategy and the cost of leaving it unchanged.
- Plan succession for roles most exposed to organisational change strategy.
Organisational change strategy: communication and employee understanding
2 sessions · 8 pointsSession 1Reviewing organisational change strategy against what actually happened
- Identify the data already collected that bears on organisational change strategy.
- Script the difficult conversation organisational change strategy requires and rehearse it.
- State the purpose of organisational change strategy in one sentence a new manager would understand.
- Compare intended and actual outcomes of organisational change strategy honestly.
Session 2Costing organisational change strategy honestly, including the cost of inaction
- Identify single points of dependency in organisational change strategy and reduce them.
- Test the policy on organisational change strategy against three real cases from the past year.
- Agree what will be standardised in organisational change strategy and what will not.
- Confirm that reporting on organisational change strategy reaches the people who can act.
Organisational change strategy: capability across the management line
2 sessions · 8 pointsSession 1Reviewing organisational change strategy when nothing has gone wrong
- Identify where judgement in organisational change strategy is legitimate and where it is not.
- Prepare the response for the most likely failure in organisational change strategy.
- Draft the minimum viable people policy for organisational change strategy.
- Establish what evidence demonstrates organisational change strategy is under control.
Session 2Explaining organisational change strategy so people believe it
- Review organisational change strategy for unintended equity effects across groups.
- Ask employees what organisational change strategy feels like from their side.
- Measure the effect of organisational change strategy on retention and performance, not activity.
- Document the reasoning for every exception granted under organisational change strategy.
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
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