APMG Change Management Foundation

Change and the Individual

• Maslow’s Hierarchy of Needs
• Satisfaction and Growth Theories (Herzberg, Pink)
• MBTI Terminology and Differences Between People
• Models of Learning: Reinforcement, Learning Cycles, Conscious Competence
• Significance of Key Theories in Managing Change (e.g., Maslow, Herzberg, Pink, Schein, Rogers)
• Relationship Between Individual Temperament Differences and Change Communication

Change Management and the Organization

• Human Response to Change: Change Curve Models
• Bridges’ Model of Human Transitions: Phases and Significance for Managing Change
• Significance of Maslow’s Hierarchy of Needs in Change Management
• Key Motivation Theories and Their Role in Managing Change
• Organizational Culture and Leadership
• Emergent Change and Its Characteristics
• Change Vision and Its Characteristics
• Stakeholder Engagement and Communication in Change
• Effective Behaviors in Change: Change Sponsor, Change Agent, Line Manager

Communication and Stakeholder Engagement

• Approaches to Identifying Stakeholders
• Stakeholder Segmentation and Classification
• Techniques for Understanding Stakeholder Segments: Personas, Empathy Mapping
• Determining Appropriate Levels of Stakeholder Involvement
• Common Sources of Bias in Change and Mitigation Strategies
• Feedback Mechanisms in Communication for Engagement
• Principles of Maintaining a People-Focused Approach to Communication
• Techniques to Improve Communication Effectiveness and Engagement
• Methods and Channels for Fostering Collaboration in Change
• Developing Communication Strategy and Plan for Change Initiatives

Change Management Practice

• Change Formula by Beckhard & Harris and Its Application
• Elements and Purpose of a Change Management Plan
• Change Impact Assessment Methods
• McKinsey 7S Model: Elements and Interactions
• Steps in Conducting a Stakeholder Impact Assessment
• Factors Influencing Severity of Change Impact and Evaluation Tools
• Practices for Building and Sustaining Momentum in Change Initiatives
• Addressing Resistance to Change: Psychological Contract, Common Symptoms, Effective Approaches
• Building Change Teams and Recruitment Strategies
• Practices for Continuous Change: Kotter’s Dual Operating System, Systems Thinking in Change Management

• Understanding organizational change mechanics.
• Essential roles for change-driven teams.
• Facilitating employee adjustment to change.
• Strategies for sustaining motivation during change.
• Models of change: deliberate vs. spontaneous.
• Engaging stakeholders during change.

• Team Managers
• Team Leaders
• Business Change Managers
• Mid-senior Level Managers
• Project Managers
• Professionals Leading Change