Prepare managers for the emotional load sustaining organisational change places on them.
Embedding Organisational Change and Ensuring Its Sustainability
Practical training in sustaining organisational change, grounded in real cases and applied to your own operation.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about sustaining organisational change begin as a conversation that was handled badly. People decide what this part of people management and development really means by watching who gets promoted. Ambition around this strand of people management and development outruns capacity unless the sequencing is deliberate. The result is the confidence to make and defend decisions about sustaining organisational change under scrutiny. The programme works equally well for those formalising the people management and development discipline for the first time and those improving an existing approach. It establishes a shared vocabulary for this aspect of people management and development so that teams can disagree productively about it. The teaching approach is deliberately practical: participants build a people policy for sustaining organisational change as they go. The most reliable predictor of sound the practice within people management and development is whether anyone reviews it when nothing has gone wrong. The programme ends where implementation begins, with this part of people management and development broken into steps someone can start on Monday.
Expected Learning Outcomes
Test the organisation's response to sustaining organisational change under conditions that are less than ideal.
Build the evidence base on sustaining organisational change from data the organisation already collects.
Estimate what sustaining organisational change costs to run properly, and what is lost when it is not.
Design a training and briefing approach that sustains competence in sustaining organisational change.
Pilot changes to sustaining organisational change before rolling them out organisation-wide.
Integrate sustaining organisational change with reward, development and performance processes.
Who Should Attend
Public sector personnel officers applying sustaining organisational change within regulation.
Recruitment and resourcing staff affected by sustaining organisational change.
Legal and compliance advisers reviewing sustaining organisational change.
Technical staff being prepared for supervisory responsibility over sustaining organisational change.
Learning and development officers building capability in sustaining organisational change.
Quality staff verifying that sustaining organisational change performs as designed.
Course Modules
Sustaining organisational change: fairness, equity and consistency
2 sessions · 8 pointsSession 1The exception to sustaining organisational change that sets the precedent
- Set the review interval for sustaining organisational change and who attends.
- Compare the cost of sustaining organisational change with the cost of its absence.
- Confirm that reporting on sustaining organisational change reaches the people who can act.
- Collect evidence on the present handling of sustaining organisational change before proposing changes.
Session 2Reviewing sustaining organisational change against what actually happened
- Establish who is informed, consulted and accountable in sustaining organisational change.
- Measure the effect of sustaining organisational change on retention and performance, not activity.
- Pilot changes to sustaining organisational change in one area before wider rollout.
- Build the appeals route for sustaining organisational change and publish it.
Sustaining organisational change: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Where sustaining organisational change typically breaks, and why
- Estimate the cost of sustaining organisational change and the cost of leaving it unchanged.
- Set the annual review point for sustaining organisational change and who attends.
- Distinguish symptoms from causes when sustaining organisational change underperforms.
- Prepare the response for the most likely failure in sustaining organisational change.
Session 2Building manager capability in sustaining organisational change rather than owning it centrally
- Record what was learned when sustaining organisational change did not go as planned.
- Map the handovers in sustaining organisational change between functions and secure them.
- Train line managers on sustaining organisational change rather than handling every case centrally.
- Write down the assumptions underpinning the approach to sustaining organisational change.
Sustaining organisational change: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Who answers for sustaining organisational change, and to whom
- Compare intended and actual outcomes of sustaining organisational change honestly.
- Script the difficult conversation sustaining organisational change requires and rehearse it.
- Anticipate the objections sustaining organisational change will raise and prepare the answers.
- Remove steps in sustaining organisational change that add effort without adding assurance.
Session 2Getting other functions to support sustaining organisational change
- State the purpose of sustaining organisational change in one sentence a new manager would understand.
- Check that sustaining organisational change still works when volumes rise unexpectedly.
- Set the consistency check that catches uneven application of sustaining organisational change.
- Review sustaining organisational change for unintended equity effects across groups.
Sustaining organisational change: review, learning and adjustment
2 sessions · 8 pointsSession 1Appeals and grievances arising from sustaining organisational change
- Test the policy on sustaining organisational change against three real cases from the past year.
- Ask employees what sustaining organisational change feels like from their side.
- Design the communication for sustaining organisational change around the questions people will actually ask.
- Identify the data the organisation already holds that bears on sustaining organisational change.
Session 2Applying sustaining organisational change consistently to the person you like least
- Check that records of sustaining organisational change answer the questions likely to be asked.
- Build the internal briefing that explains sustaining organisational change to those affected.
- Confirm that contractual obligations around sustaining organisational change are understood.
- Define who decides on sustaining organisational change and who may only recommend.
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.