Which course is right for me & my team

Agile Change Agent

Agile Change Coach

Change Management Practitioner

Neuroscience for Change

Agile Change Agent
Agile Change Coach
Change Management Practitioner
In-house training

What you learn

What it enables you to do

What you learn

What it enables you to do

What you learn

What it enables you to do

What you learn

What it enables you to do

Differences between agile and waterfall approaches and the core concepts of agile change management
Use your knowledge of the benefits of agile change to gain the support of your stakeholders
Impact of the relationship between agile concepts and behaviour change
Explain to your stakeholders how an agile approach will impact your change initiative
Differences between tangible and behavioural change
Manage the expectations of stakeholders about the scale of the work required in change
Understanding the basics of how the brain works
Understanding how to apply the threat and reward responses to your change
The value of each agile change concept and how they relate to each other
Explain the benefits of using an agile change approach to your stakeholders
Psychology and neuroscience for each step of behavioural change
Define measures to track and report the progress of your change
Theories that drive different preferences for participating in change
Build a menu of ways stakeholders can participate in your change
Understanding how the brain reacts to change
Identify and address the emotions triggered at each stage of the lifecycle of change
The structure and processes for an iterative planning technique, using an agile roadmap
Apply the roadmap to your change initiative to create your own high level change plan
How to use the behavioural change lifecycle to create your change plan
Plan activities for each emotion generated during change
Theories of motivation
Decide what to emphasise to engage people in your change
Reducing the perception of pain
Using psychological safety and autonomy to increase engagement in the change
Understanding the benefits of an evolving solution
Reassuring your stakeholders of the value of an incremental approach
The neuroscience behind our reactions to change
Use a neuroscientific approach to more effectively influence and persuade your stakeholders
Organisational metaphors
Use the metaphors to define the scale of the change you are making
Increasing the pleasure generated by the change
Using celebration and belonging techniques to generate a positive response to change
Prioritisation techniques
Applying these techniques to your change plan/roadmap
Apply portfolio management to create a holistic picture of all changes impacting your stakeholders
Reassure your stakeholders that you understand the pressures of undertaking multiple, simultaneous change
Theories of culture change
Ensure you have included all elements of cultural change in your change plan
Reducing the mismatch between reality and expectations
Using short planning cycles to reduce misunderstandings about the change
Breaking your change into outcomes and capabilities it will deliver
Using these outcomes as the basis of your change plan/roadmap
Techniques for generating a “felt need” for change
Persuading your stakeholders of the relevance of your change to their work
Theories of planned and emergent change
Compare the theories and select the one appropriate to your change
Increasing the positive signals generated by the brain in response to change
Creating roadmaps and journey planners to explain how the change is managed
Understanding the most critical pieces of information to explain your change
Defining your strategy for how you will manage your change
Techniques for establishing the benefits of the change
Enabling your stakeholders to identify benefits that are personally meaningful to them
Mechanisms for stakeholder analysis
Apply these models to identify and understand the relative importance of your stakeholders
Saving energy during the change
Using visualisations and routines to reduce the amount of energy needed to change
Benefits identification techniques
Enable stakeholders to identify the benefits of change using simple, intuitive techniques
Positive psychology techniques to reframe negatives into positives
Overcome resistance to change by creating new perspectives
Impact and readiness assessments
Factors to identify the impact of your change and if there is willingness to change
Increasing energy to make the change happen
Using deadlines and anticipation to increase the energy people feel for the change
Stakeholder analysis techniques to assess the needs and stresses of your stakeholders
Apply simple, intuitive techniques to build empathetic relationships
Motivational techniques to encourage participation in the change
Energise stakeholders to want to participate and make the change a reality
Types and causes of resistance to change
Factors that drive resistance and ideas for how to address them
Managing peaks of adrenaline
Increasing curiosity about the change to create energy for the change
Applying the factors of effective agile leadership
Collaborate via credible and trusting relationships
Techniques to identify and celebrate progress
Apply the neuroscience of achievement to create resilience
Levers for change
Identify encouragements and nudges that will help embed your change
Promoting valleys
Applying mindfulness techniques to create rest and recovery

Agile Change

If you want to break your change into a series of agile iterations, prioritising your work by the value it delivers for the business, this is the course for you.

Agile Change

If you want to use neuroscience to get people enthusiastically taking part in your change, practising and adopting new ways of working, this is the course for you

Change Management

If you want to formalise your knowledge of change management, and build a foundation of expertise that will last a lifetime, this is the course for you

Neuroscience for Change

We all have brains, so doing work and creating communications that are brain smart have an immediate impact on our effectiveness. This course is for everyone, because what you learn applies to your work and home life.
You will learn:

Change Management Training with Melanie Franklin
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Melanie as a trainer

Melanie has a unique profile as she delivers high impact training alongside her active Consulting and leadership roles. This ensures that each course is delivered with passion, energy and focus that only a true practising professional can offer.

By incorporating latest innovations and practical techniques to the accredited qualifications, delegates obtain both a qualification as well as technical skills that enable immediate use of the learning in an operational environment.


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