Qualify Internal Change Agents

Strengthening Change Competence

At our organization, we provide expert guidance in establishing internal change agents. Before embarking on this journey, we address key questions to ensure a successful start:

• What role would you like your change agents to assume: moderating, advising, or steering?
• What are your training objectives?
• Which specific group of individuals do you intend to involve in the training?
• How much time resources are you willing to allocate for the group?

Based on your answers, we curate a tailored training program that aligns perfectly with your needs. Our approach incorporates valuable insights from real-world change practices within your company, as well as lessons learned phases.

The Modules of Change Agent Training

1. Understanding Change Dynamics
2. Effective Communication and Facilitation of Change
3. Analysis of Change Challenges
4. Efficient Management of the Change Process

These four modules serve as the foundation for our company-specific program.
Our comprehensive approach combines models, methods, tools, practical simulations, case studies, feedback, and on-the-job learning. This integrated approach ensures you acquire the necessary knowledge and competencies in a practical and hands-on manner.

Topics for Dynamic Change Management

Our expertise in accompanying change projects is backed by our continuous engagement with scientific findings in our research group. Here is a small selection of the topics we cover:

• Structured Approaches to Managing Decision-Making Phases
• Identifying Power Relations and Addressing Conflicting Goals
• Considering Interests, Expectations, and Emotions
• Integrating Strategy, Structure, and Culture
• Crafting an Effective Change Story
• Delivering the Right Messages
• Facilitating Consensus and Opinion Alignment
• Addressing Resistance
• Navigating Uncertainty
• Positioning Change Agents within the Organization

flow turn map and Agile Approach

At our company, we recognize the importance of differentiating between an agile, iterative approach and a linear, classical approach to change management. While a linear approach may be suitable for simple situations, complex situations require a different approach that takes into consideration the interaction among social systems. It is crucial to consider aspects such as power dynamics, purposes, and interests.

Our change agents continuously assess which subtle shifts can lead to significant changes. To provide a structured and flexible support system for change projects, we offer the flow turn map. This comprehensive orientation map is designed to assist change agents in both classic and agile change management, empowering them to navigate through the complexities of the process.