The 5-Theme Model Change Management Certification Program is based on the organizational change management guide, BRIDGING THE GAP: between strategy development & strategy execution, written by Dr. Ali ElKattan. We’ve 5 certifications for change management can be taken online, in-person, or asynchronous.
The certifications will provide the knowledge base of theory and practices needed to lead the kinds of change you seek to have in your organization.
- (CML) Change Management Leader - Full Certification
- (SMC) Stakeholder Management Certification.
- (OAC) Organizational Alignment Certification.
- (CMC) Culture Management Certification.
- (CMC) Communication Management Certification
Change Management Leader Full Certification
The Change Management Leader (Full Certification) introduces the 5-theme model, real applications and practices which will strengthen your ability to lead organizational change through a combination of 4 certifications that address different change management workstreams.
To get the certificate you need to finish the following:
- Road to Success course (Developing the Change Vision and Sponsorship)
- Stakeholder Management Certification
- Cultural Management Certification
- Advanced Initiative Management Course (Learn how to plan and appraise a change program)
- Organizational Alignment Certification
- Communication Management Certification
This certification adapts HOFSTEDE’S model for national and organizational cultures, we also adapt ELKATTAN’s 5-THEME model for organizational change to develop leaders who will have a positive, deep, and long-lasting impact on organizations and communities.
Targeted Participants: Executives and Senior Managers
The focus of this course is to know how to ensures that the stakeholders are aware, engaged, and competent throughout the implementation of the change.
Learning objectives:
- Recognize the impact of applying change practices on organizational programs.
- Understand how the change can be managed on the people level.
- Apply different preventive and intervention tools to mitigate and manage resistance
- Learn how to identify the influence of the stakeholders on the program based on their power and interest in the change
- Learn how identify the impact of the change on the stakeholders
- Anticipate the individual readiness to change and the gaps that need to be given more attention
- Develop the right strategy that will ensure the highest engagement of the stakeholders
- Identify the engagement tactics, based on the stakeholder assessment and the engagement strategy
The focus of this course to realize how the culture can be assessed and managed throughout to motivate the implementation and increase willingness to change. This course brings the cultural component under full investigation, in terms of both national and organizational cultures, which is missing in many change management models.
Learning objectives:
- Understand the concepts of national and organizational culture.
- Understand hot identify the culture values and behaviors that may hider or motivate the change implementation and the benefits realization
- Identify what values are really reflected in the culture practices levers
- Identify the degree to which the culture motivates or hinders the implementation of change
- Decide the culture aspects to be changed to motivate acceptance and implementation of the change
- Select the right tactics to indirectly shift behaviors and mindsets in order to motivate the change and improve the willingness to change
This course builds the competency of change management for executives to effectively lead new organizational initiatives. The course focuses on how to have the right organizational enablers in place to deliver the project outputs, as well as the sustainers to ensure the sustainability of the change.
Learning objectives:
- Understand the concepts of change management.
- Understand how the change can be managed on the organization level.
- Identify what values are really reflected in the culture practices levers
- Understand how organization will be impacted by the change as far as the business model, leadership, culture, scope of change, processes, technology, middle management, frontline employees, and technical competencies.
- Determine to what level the organizational elements are ready and aligned with the new change.
- Identify what kind of resources the stakeholders have regarding the change.
- Identify the anticipated risks and disbenefits that may affect the readiness for change and the organizational alignment.
- Identify the right strategy to have full alignment of the organization to the change.
- Identify the operational adjustments to facilitate adoption and implementation of the change with minimal disruption.
This course focus on the change narrative and how to address and influence both the stakeholders’ “head” and “heart” to increase the awareness, engagement, and willingness to change to achieve the change goals.
Learning objectives:
- Determine the effectiveness of the channels that are used to conduct organizational communication
- Identify the target stakeholders’ values, interests, and needs to be able to select the right narrative to motivate them to accept and engage with the change
- Identify what values are really reflected in the culture practices levers
- Understand how to reinforce the key messages and build a shared desire for the change
- Define the level of transparency as well as the depth of disclosed information. Also, it defines the theme and way of communication
- Create a compelling story that can access the emotions of others and touch their hearts. Addressing the heart is essential to emotionally motivate people to face the uncertainties of a change
- Select tactics that will address both the head and the heart to ensure the proper level of awareness is reached and the greatest possible engagement is achieved