Effectively Managing Change Management for Leadership
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Speaker : AMY J KEELY
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When : Friday, November 22, 2024
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Time : 01 : 00 PM EST
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Amy J. Keely is an award-winning supply-chain marketer with over twenty years of business experience working for small businesses as well as billion-dollar corporations - in a variety of industries – primarily within the disciplines of marketing and operations.
Amy’s specialty areas include supply chain marketing, generational workforce management, small to midsized business growth, and healthcare advocacy. She holds a Bachelor of Arts in English from the University of Michigan with an influence in psychology and communication, and attended Cambridge University in the UK for International Studies. She also holds a Master’s in Business Administration (MBA), a Master of Education (M.Ed.); and a Ph.D. ABD in Philosophy, Aesthetics, and Art Theory.
Her successful marketing campaigns have resulted in earning the highly prestigious industry awards of the American Marketing Association Award and Silver Microphone Award. Amy has traveled extensively throughout the U.S. and globally to countries in Europe and India. It has helped her have a deeper understanding of various cultures in global business.
She has taught classes at both business colleges and art schools in the following disciplines: Management, Business/Business Law, Marketing (Advertising/Digital Media, Public Relations, Sales, Customer Service), Human Resources, English, Communications, Photography, and Fashion Merchandising (Consumer Behavior, Visual Merchandising, Import/Export Taxation, Inventory & Stock Control, Forecasting, etc.).
In addition to published case studies written for the workforce management industry, she is a published author from one of her Ph.D. papers titled The Evaluation or Valuation of Art: An Artist’s Dilemma. Her peer reviewed paper was published in the International Journal of Art and Art History. She is a keynote speaker at major events and conferences as well as being invited to speak at a TEDx event at Grand Valley State University.
This course will cover the different types of change management that occur in organizations. Given the differences, one will require greater strategy and tactical proficiency.
The standard definition of change management is the process whereby leadership guides an organization through change. But this misses the point. Of managing change management. The definition should be that change management is the minimization of disruption in an organization due to change management.
The two types of change management require a specific process: research, strategic planning, communication, and monitoring in order to successfully implement the change. However, most discussions of change management focus on top management (executives and vice presidents), but rarely considered a middle management (directors) and front-line managers (managers, supervisors). For it is not just the psychology of the impacted employees but all levels of management that will be involved in the change.
Middle and front-line managers rarely get proper training when promoted into these challenging positions that require both strategic and tactical thinking required to implement top leaderships goals. Of those limited organizations that do focus on middle management, it would be the Fortune 500 companies and not the 20,516 large corporations out of the 33 million US businesses. That is because top leadership often forget the smaller processes and programs developed by middle management and front-line managers in order to achieve top management’s goals.
Therefore, this course discusses the implementation phases for effective change management. While research is needed following the use of Quality Management tactics to define the process and identify the root cause of the problem (because it may not be what you think) plus the research needed for the solution. It also includes impact studies which can be scaled down (while remaining meaningful) for small businesses. Once that research is complete, a project management plan is developed for the implementation of the solution. Importantly, this course discusses creating a strong enterprise-wide (scaled for. mid-sized and small businesses) communication plan.
Areas Covered
- What are the two types of change management?
- Why all levels of management should be trained in change management practices?
- Why creating management diversity on the decision committee is necessary. This diversity is all levels of management in key departments. Because while upper management understands the corporate culture, middle management and front-line managers understand the unique sub-cultures within each department of an organization?
- What are the implementation steps and how do they impact change management?
- Why should implementation research include understanding a company’s sub-culture when developing a deployment plan?
- Who do you involve in the change management process and why?
- How to develop a communication plan that effectively manages the change enterprise-wide or within impacted departments?
Course Level- Beginning to Intermediate
Who Should Attend
All levels of management from executives to supervisors
Why Should You Attend
Change management is at the heart of the chaos principal whereby these are small minute changes on a complex system. Humans are complex systems as are the organizational systems within businesses.
Companies often sell the concept of change management to customers purchasing large software systems, managed service programs or simply when changing vendors.
Why? Because change management is a real issue that can harm a company if not managed properly.
Most leaders have no concept of just how small that change can be that causes destruction and chaos. They find out only too late when the company’s performance declines, employees begin complaining or leaving the company.
While most courses only consider top leadership who are responsible for the strategic vision of the company, often neglected are the smaller changes that are driven by middle management and front-line managers.
Therefore, it is necessary that those at all levels of leadership and management understand what are and how small changes can impact an organization. They also need to understand what issues require a change management plan or focus. Additionally, leaders should understand what steps are required to successfully manage change management process within an organization.
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$160.00
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