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Leadership and Innovation

Change Management

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  • Overview

    Change is inevitable. In fact, in today’s ever-changing business environment, it has become one of the few constants. Unfortunately, many organizations are resistant to change, preferring to perpetuate the status quo. Research findings indicate that anywhere from fifty to eighty percent of change initiatives fail to meet their stated objectives because most organizations fail to properly implement change, which is easy to avoid with the correct methods. Recent research indicates that we must pay appropriate attention to the human side of the change equation in order to ensure success. When we fail to address the psychology of change and its impact on employees, we jeopardize the success of the change initiative. Leaders, as agents of change, should always be questioning the status quo and driving the organization toward improvement through identifying and effecting change in flawed practices. Robert E. Quinn’s Deep Change provides insight into how a leader can distort existing patterns of action and take risks. The concept of deep change, explains Quinn, “differs from incremental change in that it requires new ways of thinking and behaving.” This course addresses methods for ensuring successful organizational change. Participants receive the tools, techniques, and skill development for implementing change, along with an understanding of methods for working with key stakeholders in ways that build support and ensure positive outcomes during change initiatives. Participants learn about generating and maintaining the momentum necessary for managing successful change.

  • Why You Should Take This Course

    Upon completing this course, participants will be able to:

    • Understand their role as an agent of change within an organization
    • Build an environment where risk and change are promoted
    • Create new frameworks that challenge the status quo
    • Create a climate of innovation
    • Understand the psychology of change
    • Apply fundamental change management principles to change initiatives
    • Develop constructive strategies for implementing change based upon current best practices
    • “Sell” the need for change, gaining employee buy-in and engagement in the change process
    • Effectively address employee negativity and resistance
    • Clear the path for change by gathering appropriate resources and removing obstacles that hinder or prevent change
    • Build and maintain good working relationships with key organizational players
    • Gain the organizational commitment essential for a successful change initiative
    • Create necessary support activities including recognition and rewards, a communications strategy, and training opportunities
    • Celebrate successes, diagnose residual resistance, and reinforce the change
  • Schedule
  • FAQs
    Is there a discount available for current students?

    UMBC students and alumni, as well as students who have previously taken a public training course with UMBC Training Centers are eligible for a 10% discount, capped at $250. Please provide a copy of your UMBC student ID or an unofficial transcript or the name of the UMBC Training Centers course you have completed. Online courses are excluded from this offer.

    What is the cancellation and refund policy?

    Student will receive a refund of paid registration fees only if UMBC Training Centers receives a notice of cancellation at least 10 business days prior to the class start date for classes or the exam date for exams.

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