Implementation of Changes
What are the most frequent problems
No strategic planning, which hampers implementation
Changes do not match broader plans for the future
No, inadequate or unclear long-term vision and strategy
Difficulties in the implementation process, absence of assumed results
Identification of team status before introduction of change
Inability to guide employees through changes
We understand that every organization is different. Therefore we always perform an in-depth analysis of the situation and adjust the solutions such that they satisfy the needs of your business
Our solutions
Planning the Future after the pandemic. Strategy for the DAY AFTER TOMORROW
Planning the Future after the pandemic. Strategy for the DAY AFTER TOMORROW
The pandemic crisis has changed the game and its rules in most markets without sparing any industry.
The “from today to the day after tomorrow” strategic process in the crisis change situation prepares for this new market situation. The participants:
Take part in reviewing the needs and situational context in their organizations
Analyze the influence of various factors: political, economic, technological, etc., on the future of the pursued business
Work on formulating the key elements of a new strategy on a workshop basis
Use the help of Consultants to create an individual change plan, which supports implementation
Thanks to the application of this solution, the participants:
Work on the company’s strategic development directions
Have a map of predictable and unpredictable phenomena in the environment at their disposal
Can formulate scenarios depending on regulations and development of technology
Know how to draw a map of areas subject to the greatest changes and identify opportunities and risks
Prepare an action plan which will permit a full use of changes
How to Act Agilely in the World of VUCA - Celemi Agile Move™
How to Act Agilely in the World of VUCA - Celemi Agile Move™
This workshop makes use of the Celemi Agile Move™ business simulation. The participants:
Experience the rules of working in the agile spirit in a simulated reality
Become familiar with the universal rules of agile work in practice
Experience how the rules of such a work can be applied in typical, specific business situations
Determine the common point of reference and values which agile work could contribute to their organization
Extend the understanding of the company’s operation and challenges
Thanks to the application of this solution, the participants:
Are more capable of responding to market changes
Achieve higher internal and external customer satisfaction
Increase productivity
Generate lower development costs
Know how to shorten the product or service time to market
Can create solutions to satisfy the actual customer needs
Change Implementation in a Team with the Simulation Game “Effect: Change”
Change Implementation in a Team with the Simulation Game “Effect: Change”
This workshop makes use of the simulation game “Effect: Change” (MindLab license). The participants:
Work with the Team Map and identify the condition of a team at the time of change introduction
Experience work in virtual conditions with a team undergoing change
Test various scenarios and get to know the effects of applying each of them
Become familiar with the key steps in change implementation, learn what the role of leader is and what an action plan is
Learn to define team needs and take leader interventions
Become familiar with the factors that hamper the change and with the remedial actions
Thanks to the application of this solution, the participants:
Are able to involve and support their employees in the change process
Know and apply mechanisms that influence the condition of a team
Can analyze the condition of a team better
Know the dynamics of attitudes and behaviors during the change process
Know how to select appropriate forms of dealing with team’s reactions to change and how to develop strategies for leader’s actions
Change Management in Crisis
Change Management in Crisis
Change management in normal condition is difficult. What additionally complicates matters today is the crisis. The participants:
Become familiar with the emotional processes people undergo under the influence of change
Self-diagnose using the “I myself in change” questionnaire
Become familiar with the relation between change and effectiveness
Become familiar with 7 typical responses to change
Learn how to build balance in caring for people, process, and results
Work on a scenario of actions and an implementation plan
Thanks to the application of this solution, the managers:
Receive support in crisis
Know a range of leadership actions to support employees in handling a crisis
Are better prepared for introducing changes effectively after the pandemic
Can ensure task performance and an appropriate division of work
Are more aware of their needs and can take care of themselves in change
Self Management in Change – I Myself in Change
Self Management in Change – I Myself in Change
This workshop ensures the ability to handle the situation of change and prepares for taking responsibility for one’s functioning. The participants:
Become familiar with the definition of change and the natural reactions to uncertainty
Learn to shift from the sense of insecurity to the search for opportunities
Experience a team simulation of implementing change and being in change
Analyze psychological reactions in each phase of change
Learn the methods of supporting oneself in the situation of change
Thanks to the application of this solution, the participants:
Know the main principles of implementing the process of change in the organization
Understand their own and their colleagues’ reactions to the process of change
Can diagnose the phase of change in which they presently are
Know how to shift to the state of acceptance and engagement in the new reality
Understand the personal and business benefits coming from the process of change
Change Management in the Organization
Change Management in the Organization
There is virtually no organization that can avoid implementation of changes these days. The participants:
Become familiar with the definition of change and the natural reactions to uncertainty and get to know how to shift from insecurity to opportunity
Experience a situation of implementing change and being in change as part of a team simulation
Become familiar with the conditions for change to be successful
Learn to analyze the psychological responses of employees in all phases of change
Practice how to lead employees to another phase of change
Learn to build a two-way communication in the process of change
Thanks to the application of this solution, the participants:
Can reformulate the thinking from the past to the future in relationships with employees and colleagues
Know how to support employees in the process of change and motivate them to assume proactive attitudes
Have the ability to experiment with new constructive behaviors in the situation of difficult change
Can carry out a two-way communication in the process of change in the organization better
How this will affect your business
A consistent and effective stream of decisions will be formed to translate into business indicators
Effectiveness of change implementation will increase at the expense of the number of changes
Sense of chaos accompanying introduction of change will decrease
Change introduction processes will become smoother
Projects will be delivered in line with assumptions
Understanding, acceptance and engagement of crew in accomplishment of company’s plans will increase
Costs of introduction of change expressed in money, energy, time and people frustration will be lower
FAQ
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What training methods do you employ?
We work primarily on a workshop basis, which means that theoretical knowledge is limited to a minimum and most of the time during sessions is devoted to experiencing and practicing skills.
We apply engaging and diverse methods of work with people, among others, online and classroom workshops, webinars, conference lectures, Action Reflection Learning sessions, workshops conducted by the drama method, business simulations, implementation calendars, self-diagnosis questionnaires, consulting & coaching and blended learning sessions. Applications, websites and platforms are used where they facilitate the development process.
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Does training translate into effects?
Achievement of the effect consistent with the customer’s expectations, which was contracted at the process beginning, is the core of our philosophy of action.
Learn more about this topic in the How do we work >>
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Where is training delivered?
It depends on Customer’s expectations. Training can be organized in the Customer’s registered office or in a leased training classroom at any location. For projects executed in Warsaw we recommend the classrooms of our Metrum ¾ training center, which are excellently equipped for workshop-based activities.
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House of Skills offer does not include programs of interest to me: what now?
Contact us through the form, which can be easily found on our website. Our experts are experienced in creating original development programs and the wide network of know-how partners allows us to tailor our offer to Customer’s needs – of course if this does not go beyond the limits of our subject-matter specialization.
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Do you have e-learning?
In this area we collaborate with e-learning.pl, a supplier of end-to-end educational solutions delivered by means of high technologies.
