Our Management Training Seminars

By introducing our Management Training Seminars to your staff we help ease the negative effect of change on both managerial and supervisory personnel. The change in job responsibilities, the change in personnel, job duties, and the rising challenge of developing subordinates are specific goals of our learning systems seminars. We are highly successful at helping Managers and Supervisors learn and adapt to the necessary skills and proper behaviors to be successful at work as well as in their personal lives.

For more information on our management training seminars please contact us.

Management Training:
Principles of Change Management Seminars

Involvement is a big factor with change management and should be the first thing considered when you are thinking about making changes to anything within an organization. Always think about the people involved. If you are going to make a change to a piece of software used by several departments, then all of these departments will be involved. A company works together to reach the same goal. Although, not everyone is performing the same tasks, change management affects everyone. Accounting might want a new piece of software they think is easy to use. Maybe the information technology department that needs to support it doesn't know how to use it. Not only would this affect the IT department but it would require the staff to go to training as well.

The current state is very important also with change management. The current situation includes the problems you are trying to remedy. Change management usually occurs when you are trying to make improvements to a system, as is the case with Six Sigma. Improvements might include saving the business money or time running processes. When reviewing the current system and processes, determine the positive factors for the change and how the processes will be improved.

The overall goal of 'where you want to be' needs to be clear within a change management project. These goals should be determined and outlined after evaluating the current business situation. The new processes should be defined and agreed upon with the people who will be running them. Determine exactly where you want the business to be, a time frame for getting there, why you want to make the changes, the steps needed to get there, and the positive measures for implementing the changes.

The next principle to change management is planning the development. Once you have determined where you want to be, you can lay out the entire plan for achieving the results. This should be specific to every person and department involved in the entire change management project. The different milestones determined should be appropriate and achievable. Don't set goals too difficult to reach.

Communication is the final principle of change management. Communication should occur at every level of the project and it should involve everyone. Communication allows people to feel enabled and it helps facilitate the involvement with everyone. Never hold back information about a project during change management because it can cause people not to trust you. If communication is thorough, everyone will feel more motivated to work toward the final goal.

When an entire company makes the decision to implement Six Sigma Processes within their day-to-day operations, most employees panic. They are most often already overwhelmed in their current duties, and see Six Sigma as just another 'thing' to add to their daily to-do list. Change management is key when it comes time to implement this change. As long as everyone sees Six Sigma Training and certification as a positive change, and one that will benefit everyone involved, it will be a much easier transition for everyone.

Tony Jacowski: link

Subject: Management Seminars