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Our Change Management Process is a fully customised
course that focuses on targeting managerial problem
areas unique to the specific corporate environment of
the client, and explores the creative development of
strategic initiatives to address them.
A unique approach to training:
This Change management process is unique in that it
offers no standardized process to arrive at pre-fabricated
solutions. Rather, it is tailor-made according to the
specific needs and challenges that surface during the
course of the facilitation process.
This demands exceptional skills from the training facilitator
to structure and facilitate the course contents as the
training process unfolds. Expected outcomes therefore
differ according to the relevant demands of the client.
Our aim:
The Change management process aims at shifting existing
paradigms about 21st century management. It challenges
delegates to change in that it explores the vast difference
between creative competitive management and operational
effectiveness: the first which offers strategies of
achieving new results better vs. the latter that offers
stereotyped avenues of achieving similar results better.
Course process:
The course is a 6-day process: 2 consecutive training
days, followed by a week long break which serves as
an incubation period which offers delegates a chance
to internalise the course content. This cycle is repeated
three times.
Unique benefits of our Change Management Process:
1) Entirely outcomes driven.
2) Individual assessments and feedback of at least
1½ hours per delegate. This facilitates maximum knowledge-ability
of required changes, which helps to ensure enduring
transformation.
3) Use of the 'Millon Index of Personality Styles'
(MIPS) as assessment tool, of which dr. Pieter Kitshoff
(co-facilitator to the course process) has been granted
sole user-rights by The Psychological Corporation in
America.
The ITM-analysis, a model derived from MIPS, is used
to identify and analyse the natural thinking style of
the individual. It serves as a catalyst to plot the
strategic planning of the course and assists in hands-on
facilitation.
See model below.
THE
ITM ANALYSIS MODEL
|
I
|
Initiators
|
|
Abstract Creative Reasoning
|
| Initiator (Creative) |
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Concrete Creative Reasoning
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| Initiator (Creative) |
|
|
T
|
Transferors
|
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Sequential Logical
Thinking
|
| Transferor (Solutions) |
|
Progressor
|
| Transferor (Starter Action) |
|
|
M
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Maintainers
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Effective Organiser
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| Maintenance (Starter Action) |
|
Maintenance
|
| (Dependable Continuer) |
|
4) Follow-up with the delegates within one week after
the course via either individual interviews and/or a
group session which takes place during a typical management
meeting, where adapted behaviour is observed and facilitated
by the facilitators. Other relevant parties (e.g. HOD/team-leader/HR-department)
are involved in the feedback-process. This ensures a
holistic understanding within the company of the impact
of the change management process.
The Change Management Process broadly encompasses
the following outcomes:
- Guide the individual to grow more knowledge-able
- the ultimate goal in self-development.
- Enhance self-awareness of the individual and the
client company - a prerequisite for knowledge-ability.
- Develop insight into own attitude and response towards
change, and develop a capacity to facilitate and adapt
to change.
- Foster an understanding of team dynamics and its
influence on the individual.
- Encourage genuine acceptance of one another.
- Teach effective feedback-methods.
- Improve open and direct communication.
- Stimulate personal leadership potential.
- Equip the individual with practical skills to manage
diversity in the corporate environment.
- Facilitate team development with practical guidance
in problem solving.
- Clarify values and perceptions to improve working
relations, productivity and operational effectiveness.
- Empower the individual to manage his personal and
professional life creatively and successfully.
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