This unit standard is intended for managers in all economic sectors.
This unit standard is intended for managers in all economic sectors. These managers would typically be second level managers such as heads of department, section heads or divisional heads, who may have more than one team reporting to them. The qualifying learner is capable of demonstrating knowledge of and insight into the need for change within the context of environment change, analysing an area requiring a change process, selecting a model for implementing a change management process and formulating recommendations on implementing the change process.
Course Content
Change is constant and inevitable within an organisation. Change could be because of the need to improve performance, address key concerns, undertaking new projects or the need to become more effective.
- 1.1 (incl. 1.2) The concept of change
- 1.2.1 Change management process
- 1.3 Nature of change in an organisation
- 1.4 (incl. 1.4.1) Positive and negative impact of change on the business
- 1.4.2 (incl. 1.5) Negative impact of change
- 1.5.1 Successful and sustainable change
Here we learn how important it is to correctly identify the reason for the implementation of change. We look at the importance of analysing the organisation; both internally and externally effecting change.
- 2.1 Determining the need for change in a unit
- 2.2 Determining the need for change
- 2.3 Using swot analysis to substantiate the need for change
To thrive an organisation needs employee buy-in and acceptance to change. Here we see how managed change minimises the resistance to change which will improve productivity and morale. It is important to carefully plan the approach to change to increase the acceptance thereof
- 3.1 Models for implementing change
- 3.2 Understanding the Lewins model
- 3.2.1 Practical steps for using the framework:
- 3.3 “Adkar” – a model for change management
- 3.3 (cont’d) Business dimension of change
- 3.4 Kotter’s 8 Step Change model
To successfully implement any of the change models we have discussed in earlier videos there needs to be a need to change and then a well-thought-out plan that is executed with due care, communication and employee buy-in. Without employee support, there will be no sustainable change
- 4.1 (incl. 4.2) Implementing the change process
- 4.3 Managing Resistance to Change
- 4.4 Roles and Competencies of change agents
- 4.4 (cont) Catalyst
- 4.4.1 Competencies of change agents
- 4.4.2 4.4.2 Functional/technical competencies
- 4.4.3 Personal (effectiveness) / self-management competencies
- Non-accredited: Short course only
- Duration: 1h 30m
- Delivery: Classroom/Online/Blended
- Access Period: 12 Months
