Course Info

  • 8 meetings

  • 0 hour/meeting

  • Beginner

  • 27-28 August, 2018

  • Organizational Change
  • STADA Members Rate: S$1605.00 Time: 9 AM - 5 PM UTAP Funding Available
ATD Change Management Certificate


Singapore Training and Development Association

Program Overview

Facilitating change is more critical now than ever as organizations are affected by economic conditions and are driven to improve efficiency, productivity, and service quality. This program establishes a comprehensive change model that can be immediately applied to your current situations through application exercises, case studies, and interactive program modules. Designed by industry expert Elaine Biech of ebb associates, the Change Management Certificate Program contains application exercises, case studies, templates, and interactive program modules. You will learn a comprehensive, six-step change model that can be applied to your current situation. The ATD 2004 Competency Study: Mapping the Future identified facilitating organizational change as a critical area of expertise for the workplace learning and performance professional. The content of this program is based on the ATD Competency Model. By the end of the program, you will be able to:

  • Implement a change process using the six step CHANGE model.
  • Apply tools and techniques to support a change intervention.
  • Describe and model the role of a facilitator of change.
  • Assist clients to assess, design, and implement a change intervention.
  • Establish sponsorship, ownership, and involvement in change efforts.
  • Evaluate change results.

  • Learning Objectives:
  • Conduct diagnostic assessments and other forms of data gathering to define the change efforts needed.
  • Analyze data to provide feedback to help clients clarify outcomes, establish expectations, and identify realistic boundaries.
  • Understand change management theories, such as systems thinking and open systems theory, chaos and complexity theory, appreciative inquiry, action research, communication theory, and motivation theory.
  • Select an appropriate change model and design a strategic plan for change that minimizes the impact on people and maximizes buy-in.
  • Create implementation designs that involve and inspire formal and informal leaders.
  • Develop communication plans that raise awareness, build commitment, and ensure understanding.
  • Manage consequences that may occur, such as conflict, resistance, negativity, and complacency.
  • Topics

    Topic 1 Introduction
    Topic 2 Challenge the Current State
    Topic 3 Harmonize and Align Leadership
    Topic 4 Activate Commitment
    Topic 5 Nurture and Formalize a Design
    Topic 6 Guide Implementation
    Topic 7 Evaluate and Institutionalize the Change
    Topic 8 Closure & Resources