The term change in this cycle refers to planned change. The development of the organization is directed towards creating change in order to increase the effectiveness of the organization and its ability to change itself. Effective change management will greatly enhance the organization's ability to change successfully, and increase the return on investment through these changes. Companies that utilize change management effectively achieve desired business results six times better through change initiatives. Most successful change initiatives start at the small company level. With one or two key people bringing proven change management practices to the organization through rigorous training. While we all understand the need to continually invest in our professional development, it can be difficult to know which organization or course will best meet a candidate's specific needs.

Who Should Attend?

• Employees of social institutions in all their specializations.
• Those who measure the efficiency of work performance.
• Heads and managers of the institution or organization.
• Team members.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Growth challenges and global markets in particular.
• Challenges of economic recession and difficult business conditions.
• Changes in strategies used.
• Technological changes.
• Competitive pressures including mergers and acquisitions.
• Different types of planned change.
• Customer pressure, especially changing markets.
• Knowledge of new organizational skills and behavior.
• Knowledge of government laws and initiatives.
• The nature of planned change and its theories.
• Resistance to change.
• Understanding the challenges of change managers.
• Theory of change, common models.
• Requirements for successful change.
• The reality of change - a proposed model.
• Select a leadership team to guide the change.
• Determine the nature and extent of change.
• Considerations to be taken in order to bring about high-level change.
• Understand the pressure for change – create a sense of urgency.

• Creating a vision for change.
• Dealing with resistance to change at the leadership level.
• Important success factors and change goals.
• Stakeholder analysis and planning.
• Plan, manage and risk change.
• Organizational change communications.
• Strategic alignment - a prerequisite for change.
• Planning for change - ensuring resource capacity at all levels.
• Leading change.
• Dealing with resistance to change at different levels.
• Change project management.
• Ensuring individual transfers at the team level.
• Consolidating change
• Professional community for teachers and staff.
• Perform specific actions to increase your strengths.
• Continue to develop areas of relative weakness.
• Find out the reasons behind human performance gaps.
• Develop plans to address performance problems.
• Selecting and implementing techniques to improve human performance.
• Training shareholders to define and create monthly maintenance programs.
• Problems of completion and updating of projects and ways to eliminate them.
• Practical and applied facts.
• Means of ensuring perfection in implementation.