Queen's University IRC

Change Management

Building Support for Successful Change Projects Using a Time-Tested Framework

3 CREDITS

IN-CLASS & VIRTUAL LEARNING MODELS

PROGRAM OVERVIEW

Winning organizations are set apart by their ability to not only plan, but most importantly, to implement change.  Our highly effective and popular program will hone your expertise in planning and implementing change in any type of organization, public sector, private sector, or community agency.  The program is grounded in lessons from business and academic research into the key success factors of change implementation, as well as the change practitioner competencies recognized as essential to your effectiveness as a change champion.

 

DATE, LOCATION & FEE

PROGRAM DATE LOCATION SESSIONS REGISTRATION END DATE FEE
Feb 14 - Feb 17, 2022 Virtual Details will be provided after registration. Feb 11 $3,295
Jun 07 - Jun 09, 2022 Kingston Details will be provided after registration. Jun 03 $3,895
Nov 08 - Nov 10, 2022 Kingston Details will be provided after registration. Nov 04 $3,895

WHO SHOULD ATTEND

This program is intended for HR and LR professionals, OD specialists, managers, supervisors, and change leaders who want in-depth experience in how to plan and lead change.

ORGANIZATIONAL BENEFITS

TAKEAWAY TOOLS

Download a brochure

LEARNING OUTCOMES

You will have ample opportunity to apply concepts, tools, and techniques to case examples and your own change project. By the end of the program, you will be better positioned to Implement change and ensure its continued success. You will learn how to:

PROGRAM DETAILS

We ‘put the wheels on theory’ and provide practical frameworks, tools, and templates to help you define and plan your change project, create a compelling vision, engage stakeholders, minimize resistance, and develop commitment, craft a communications plan, and sustain momentum for change.  This 3-day ‘learning lab’ provides you with an opportunity to participate in a combination of interactive and experiential activities–assessments, case studies, group discussion, as well as coaching and feedback from your peers and our facilitators –to help you learn what works and what to avoid during change initiatives.  At the conclusion of the program, test how much you have learned in our interactive multimedia change simulation. Think of it as a “flight simulator” for change and hone your skills before you take on your own organization’s challenges.

a) Understand the Organizational Change Process

We’ll lay out the groundwork for the course by discussing the successful organizational change process—and the research that backs it up. Our process will guide you and your team through the entire change cycle from setting the strategic direction to detailing a workable implementation plan. Our facilitators will share vivid best-practice stories of ‘lessons learned’ from major change initiatives in a variety of real-world organizations.

b) What is the Context for Change? Why Change?  Why Now?

What is going on in your world now that is driving the need for change in your organization? What are the internal and external drivers of change?  How do you convince others that change is needed?

c) Create the “Why, What, and How” of Change

Learn to prepare for and build the roadmap for change, from analyzing stakeholders to deciding on intervention approaches and techniques.  Define the challenge, scope, and boundaries of the change.  Help your colleagues understand the need for change with compelling involvement strategies.  Consider and decide on meaningful measurement tools.

d) Create the Energy for Change

We will explore how you as the change champion can mobilize resources and achieve the goals of the change initiative. Energy comes from proper diagnosis—you will learn how to diagnose the inevitable resistance to change, the intellectual, personal, and cultural factors at play, and their implications for the change strategy.  

e) Communicate Change

Effective communication plays a significant role in successful change.  How will you inform, involve, and consult with key constituents?  How do you communicate the change vision to various stakeholders? Which communication strategies work best to gain attention and bust through roadblocks?

f) Sustain Momentum for Change

Too much change can result in ‘change fatigue.’  Organizations that have been spoiled by past successes, or damaged by a legacy of change failures may be susceptible to the ‘inertia trap.’  Other internal barriers can block forward movement.  What are the change derailers in your organization that will slow down or impede progress?  What can you do to mitigate these risks to change success? And how will you ensure that you as the change champion can go the distance to ensure that change is sustained over time?

FACILITATORS AND GUEST SPEAKERS

Kate Sikerbol

Lead Facilitator
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Kate Sikerbol, Lead Facilitator

 

Kate Sikerbol is an organizational consultant and coach, recognized for her expertise and commitment to developing leaders and building change capability in organizations.  She has designed and delivered change management and leadership development programs, facilitated team building using strengths-based and appreciative approaches, facilitated strategic planning, and provided leadership assessments and coaching to managers and executives. As an avid lifelong learner and OD practitioner, Kate brings practical wisdom and a sense of humour to every workshop and client engagement.  She is passionate about helping individuals, organizations, and communities develop, change, innovate, and thrive.

 

Kate has held director level roles with responsibility for talent management and organization development at Humber College and Laurentian University, executive management roles in healthcare, and taught at the undergraduate level at Ryerson University and George Brown College.  As an independent consultant, she has worked with business and industry, municipal, provincial, and federal levels of government, in healthcare and higher education.  Kate is a trained facilitator in several dialogic OD methodologies, including AI (appreciative inquiry) and World Cafe, and completed coaching training with Adler International Learning, and the Immunity to Change Program with Minds at Work.

 

Kate holds a PhD in Human and Organizational Systems from Fielding Graduate University, a Master of Arts from Fielding Graduate University, a Master of Education from the University of Toronto, and an Honours BA (Psychology) from the University of Western Ontario. Her research interests include organizational change, relational leadership, and voice in organizations. She is currently a fellow at the Institute for Social Innovation at Fielding.