Which course is right for me & my team

Agile Change Agent

Agile Change Coach

Change Management Practitioner

In-house training

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
Everyone speaks the same language
Share ideas more quickly, gain the efficiencies of a common approach
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
Gain input for your own change management approach
Use the content of the courses to form your own approach and strategy for 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
Content tailored to your specific issues
Use the training as a short consultancy engagement, as I will answer your real-life issues as I explain each concept
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
Networking with colleagues
Reduces the impact of hybrid working, as everyone is in the same virtual classroom and can hear the issues and successes of each other
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
Innovate and improve
Small break-out groups with specific issues to solve generate new ideas and perspectives to apply after the course
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
Schedule and duration to meet your needs
Courses can be spread across days and weeks when your team are available
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
Classes limited to your colleagues
Can freely share current issues as everyone is part of the same organisation
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
Recordings available
Increase number of those trained by re-sharing content
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
Templates; questionnaires; agendas and workshop designs
Additional content can be provided for practical application of the learning

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

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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