What you'll learn:
- Manage changes in the organization day-to-day life.
- Understand how people react to change and why.
- Maximize stakeholder engagement in the change process.
- Create a sense of urgency.
- Assess organizational culture and its impact on change.
- Communicate the change more effectively.
- Manage resistances.
- Know good practices in change management.
- Manage risks in projects.
Organizational change is a constant in today’s business environment, driven by the need for companies to stay competitive. This has led to new strategies, process redesigns, technology adoption, and even major restructuring through mergers and acquisitions.
These movements that originated from crises, changes in consumer habits and the entry of new competitors all have one characteristic in common: they touch people at their core, that is, they affect the way things have always been done by taking everyone out of their comfort zone.
To keep a company competitive, organizational transformation is essential, but we must also focus on how to implement these changes effectively. This requires considering people's perspectives because delivering a project on time and within budget is meaningless if the end product is not adopted by its users.
Ignoring the human factor can lead to failure, as shown in a PMI® survey where over 75% of project office implementation failures were due to unaddressed cultural issues and employee resistance. This highlights the critical importance of considering company culture during organizational changes. Another alarming statistic shows that 86% of project failures were caused by poor communication regarding how the project would impact the daily lives of those involved.
And in this course we will introduce you to some of the best practices and tools so that you can manage a change process in a way that minimizes the risks of failure.
But don't expect to receive a foolproof recipe to implement a change, since that recipe doesn't exist! Your change plan needs to be built from the environment in which the change will be implemented. After all, each project is unique, affecting unique people at different times and in business cultures in a variety of ways.
Shall we start?
