Nia was looking through the Marg website on details of the Prosci Change Management Certification Course.
As a leader with multiple responsibilities (project manager, functional leader, change sponsor), the topic of Change Management interested her. Especially as she had done this before.
She idly wondered though, why a certification? What is this course about?
Opportunities in India (and the Indian sub-continent) for delivering change management are growing. In our practice at Marg (where we interact with the C-Suite across functions), we find leaders very interested developing Change Management competency in themselves and their functions.
A survey conducted by us in 2017 of about 8000 MNCs across India revealed about 30% ready to adopt Change management immediately and another 25% looking to adopt it within 6 months.
But besides anecdotal and survey data, what’s in it for you?
Key Takeaways from our sessions
- Marg has just certified its 200th practitioner in India and we capture here the key reasons why your peers have joined and taken this certification
- A Structured Approach – Many of us have practiced Change Management in our careers and have a good-to-great handle on how to make it work. But the most frequently expressed reason for taking the certification has been to Add a structured approach to their abilities. Participants wanted a methodology that would help them deliver change across contexts and organizations.
- Build Credentials For participants in India (and few who were traveling abroad) the key consideration was acquiring a recognized, global, certification that would advance their career.
- Acquire Tools and Practices The third most-cited reason for taking this course has been, to get and use tools that would help execution of Change management as well as to appreciate best practices in the area of Change Management
CHANGE MANAGEMENT TRAINING – WHAT TO EXPECT
Prosci’s approach to training is simple: We provide a full-immersion, hands-on approach that enables adults to learn and apply practical tools, best practices and models that they can immediately implement. Our philosophy is directly aligned with what participants of the Best Practices in Change Management study reported.
Below we share with you the top five topics covered during training (information provided by participants of the 2016 edition of Best Practices in Change Management).
Change management plans: Whether already in place or being created, the focus of these plans was most often on communications, training and resistance management. The plans are intended to enable individuals and groups to move through their ADKAR experiences to adoption and use a change as effectively as possible. During Phase 2 of the 3-Phase Prosci Process, practitioners develop change management plans.
The Prosci ADKAR Model: Each group received training in the Prosci ADKAR Model to understand how each element of the model applied to their roles in change.
Methodology: of all methodologies, the Prosci change management process was the most cited.
Tools: This included tools for evaluating change prior to implementation, such as readiness assessments, impact assessments, and other stakeholder analysis tools.
Change management principles: Training included an overview of what change management is, why it is applied, the benefits of using a change management methodology, and principles concerning the psychology of change.
While many training vehicles are available—from informal information sharing to web-based training—there really is no substitute to learning directly from a subject matter expert, adept in adult learning methods, especially hands-on, practical applications.
As a bonus, upon completion you can promote yourself as a qualified Prosci Certified Change Practitioner with this snazzy badge!