Course Description
This modular and intensive two-part boot camp is focused on helping
IT professionals build strength and capability for implementing change.
The emphasis is on learning and applying simple and proven techniques
and principles to facilitate successful change at different levels in
the IT organization.
Part one of this week-long Boot Camp focuses on the role of the
internal consultant, and how internal consultants help bring about
change in an organization. Specifically, how internal consultants create
the framework for planning and implementing change, including how to
manage key relationships related to successfully implementing change.
Part two focuses on implementing and managing change. Specifically,
recognizing that change involves three critical steps both at the
organizational level and the individual level: awareness, intent, and
action. Successfully implementing change is about getting others
engaged, and keeping the alignment between the individual and the
organization as close together as possible.
Format
- Lecture, interactive discussion, intensive case-study and application.
Why
- The role of the Information Technology professional continues to
undergo revolutionary change. In addition to their traditional role,
many IT professionals are now working as internal consultants, and
responsible for implementing change within their organization as
businesses seek to gain the competitive advantages that today’s
information technology offers.
Instructor Experience
- This Boot Camp is designed and facilitated by a professional with
extensive internal consulting experience, and extensive experience in
implementing organizational change.
Module 1: Intensive Internal Consulting Skills (3 days)
This module focuses on the essential skills and techniques needed to
build capability as an effective internal IT consultant. The workshop
begins by exploring and outlining key consulting concepts and practices,
and how an IT professional can deliver consulting services to their
organization using a solid business-focused approach. An immersive
case-study is the learning vehicle where participants complete all the
essential steps of a significant internal consulting engagement to
implement business focused change.
Module Objectives
Upon completion of this module, participants will be able to describe:
- The role and key responsibilities of the internal consultant,
- How the role of internal consultant relates to implementing change in the organization,
- The essential conditions and criteria for success – identifying and
engaging essential stakeholders, defining a successful outcome, and
establishing accountability for the desired outcome,
- The relationship of the internal consulting process to other
organizational and IT processes e.g. System Development Lifecycle,
Project Management methodology etc.,
- The personal effectiveness skills and behaviours essential to
success as an internal consultant, including using influence to manage
key relationships with senior managers and executives; and managing
expectations,
- How to plan an effective internal consulting engagement that maximizes stakeholder engagement and commitment,
- How to prepare and document the stages of the internal consulting engagement,
- How to avoid common internal consulting pitfalls.
Module Content – Overview
Key learning components of this course include:
- The role of internal consulting in information technology – how the
role of the IT professional has evolved to become an essential part of
the business, and managing change within the organization.
- Identifying and engaging key stakeholders – establishing commitment and accountability to the project.
- Developing an internal consulting plan – establishing the terms and scope of an internal consulting assignment which includes
- Documenting client expectations,
- Preparing a written proposal,
- Establishing and agreeing scope,
- Establishing and agreeing accountability,
- Preparing and agreeing a work-plan/project plan.
- Methods and practices used by internal consultants – a “toolkit” of
essential practices and skills relevant to the role of internal
consultant which includes:
- Strategies and tactics for building trust and influencing others,
- Effective communication skills,
- Planning and conducting effective meetings,
- Managing relationships.
- Common consulting pitfalls and how to avoid them.
- Strategies and tactics to manage client expectations.
Module 2: Managing Change (2 days)
In this module, we explore the core concepts of change and managing
change. Specifically, how individuals approach change, and how to work
toward aligning and engaging people in support of implementing and
sustaining change.
Course Objectives
Upon completion of this module, participants will:
- Be able to articulate the importance of managing change in the workplace,
- Understand personal reactions to change,
- Know how to probe for the “I” issues related to change,
- Develop skill to support organizational change by creating awareness and a vision for change,
- Develop skill to support a team through the change process,
- Be able to build strategies to embed the change,
- Be able to recognize and manage resistance to change.
Course Content Overview
Part 1: Managing Personal Change
Key learning components of Part 1 include:
- Introduction to Change .
- The dynamics of change (I-we-it), a model of personal reaction to change.
- Understanding the change curve (denial, resistance, exploration, commitment).
- Managing yourself through the change curve and the competencies essential for implementing individual change.
Part 2: Leading Change
Key learning components of Part 2 include:
- Introduction to a model for implementing change.
- Diagnosing individual engagement
- How to identify where people are on the change curve, and
- How best to leverage change agents – individuals who easily adopt and support change.
- Eight Steps to Successful Change. Using a case-study approach, we walk through the eight steps of managing change.
- Step 1: Managing your personal reaction to change.
- Step 2: Building awareness and urgency.
- Step 3: Creating a Vision.
- Step 4: Managing for the “I” issues.
- Step 5: Building capability and confidence.
- Step 6: Building the context for change.
- Step 7: Creating short-term wins.
- Step 8: Embedding the change.
- Recognizing and managing resistance – exploring the causes of resistance, types of resistance, and how to manage for resistance.
- Managing for Relapse – to support others and ourselves through inevitable relapse.
Summary
This modular and intensive two-part boot camp is focused on helping
IT professionals build strength and capability for implementing change.
The emphasis is on learning and applying simple and proven techniques
and principles to facilitate successful change at different levels in
the IT organization.
Part one of this week-long Boot Camp focuses on the role of the
internal consultant, and how internal consultants help bring about
change in an organization. Specifically, how internal consultants create
the framework for planning and implementing change, including how to
manage key relationships related to successfully implementing change.
Part two focuses on implementing and managing change. Specifically,
recognizing that change involves three critical steps both at the
organizational level and the individual level: awareness, intent, and
action. Successfully implementing change is about getting others
engaged, and keeping the alignment between the individual and the
organization as close together as possible.
Format
- Lecture, interactive discussion, intensive case-study and application.
- The role of the Information Technology professional continues to
undergo revolutionary change. In addition to their traditional role,
many IT professionals are now working as internal consultants, and
responsible for implementing change within their organization as
businesses seek to gain the competitive advantages that today’s
information technology offers.
- This Boot Camp is designed and facilitated by a professional with
extensive internal consulting experience, and extensive experience in
implementing organizational change.
Module 1: Intensive Internal Consulting Skills (3 days)
This module focuses on the essential skills and techniques needed to
build capability as an effective internal IT consultant. The workshop
begins by exploring and outlining key consulting concepts and practices,
and how an IT professional can deliver consulting services to their
organization using a solid business-focused approach. An immersive
case-study is the learning vehicle where participants complete all the
essential steps of a significant internal consulting engagement to
implement business focused change.
Module Objectives
Upon completion of this module, participants will be able to describe:
- The role and key responsibilities of the internal consultant,
- How the role of internal consultant relates to implementing change in the organization,
- The essential conditions and criteria for success – identifying and
engaging essential stakeholders, defining a successful outcome, and
establishing accountability for the desired outcome,
- The relationship of the internal consulting process to other
organizational and IT processes e.g. System Development Lifecycle,
Project Management methodology etc.,
- The personal effectiveness skills and behaviours essential to
success as an internal consultant, including using influence to manage
key relationships with senior managers and executives; and managing
expectations,
- How to plan an effective internal consulting engagement that maximizes stakeholder engagement and commitment,
- How to prepare and document the stages of the internal consulting engagement,
- How to avoid common internal consulting pitfalls.
Module Content – Overview
Key learning components of this course include:
- The role of internal consulting in information technology – how the
role of the IT professional has evolved to become an essential part of
the business, and managing change within the organization.
- Identifying and engaging key stakeholders – establishing commitment and accountability to the project.
- Developing an internal consulting plan – establishing the terms and scope of an internal consulting assignment which includes
- Documenting client expectations,
- Preparing a written proposal,
- Establishing and agreeing scope,
- Establishing and agreeing accountability,
- Preparing and agreeing a work-plan/project plan.
- Methods and practices used by internal consultants – a “toolkit” of
essential practices and skills relevant to the role of internal
consultant which includes:
- Strategies and tactics for building trust and influencing others,
- Effective communication skills,
- Planning and conducting effective meetings,
- Managing relationships.
- Common consulting pitfalls and how to avoid them.
- Strategies and tactics to manage client expectations.
Module 2: Managing Change (2 days)
In this module, we explore the core concepts of change and managing
change. Specifically, how individuals approach change, and how to work
toward aligning and engaging people in support of implementing and
sustaining change.
Course Objectives
Upon completion of this module, participants will:
- Be able to articulate the importance of managing change in the workplace,
- Understand personal reactions to change,
- Know how to probe for the “I” issues related to change,
- Develop skill to support organizational change by creating awareness and a vision for change,
- Develop skill to support a team through the change process,
- Be able to build strategies to embed the change,
- Be able to recognize and manage resistance to change.
Course Content Overview
Part 1: Managing Personal Change
Key learning components of Part 1 include:
- Introduction to Change .
- The dynamics of change (I-we-it), a model of personal reaction to change.
- Understanding the change curve (denial, resistance, exploration, commitment).
- Managing yourself through the change curve and the competencies essential for implementing individual change.
Part 2: Leading Change
Key learning components of Part 2 include:
- Introduction to a model for implementing change.
- Diagnosing individual engagement
- How to identify where people are on the change curve, and
- How best to leverage change agents – individuals who easily adopt and support change.
- Eight Steps to Successful Change. Using a case-study approach, we walk through the eight steps of managing change.
- Step 1: Managing your personal reaction to change.
- Step 2: Building awareness and urgency.
- Step 3: Creating a Vision.
- Step 4: Managing for the “I” issues.
- Step 5: Building capability and confidence.
- Step 6: Building the context for change.
- Step 7: Creating short-term wins.
- Step 8: Embedding the change.
- Recognizing and managing resistance – exploring the causes of resistance, types of resistance, and how to manage for resistance.
- Managing for Relapse – to support others and ourselves through inevitable relapse