Change Management Certification v3
Capability Development
Change Management certification v3
Change management is a specialist field that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organisational success and outcomes.
While all changes are unique and all individuals are unique, decades of research shows there are actions we can take to influence people in their individual transitions.
Dealing with change and more importantly, the impact of change is a high priority for all organisations. The Change Management Certification has been developed by APMG International in partnership with the Change Management Institute (CMI), an independent, global professional association of change managers. Together they have developed a professional ‘body of knowledge’ for the discipline of change management. This body of knowledge now provides an independent benchmark for the professional knowledge expected of an effective change manager.
The core benefit of change management is smooth and successful adoption of change within an organisation. It helps minimise resistance, reduces disruptions, and ensures that employees are well-prepared and supported throughout the transition. By managing the people side of change, it improves the likelihood that new processes, technologies, or structures will be embraced effectively, leading to improved productivity, enhanced performance, and sustained growth. Ultimately, change management ensures that changes are implemented with minimal negative impact on operations, fostering a culture of adaptability and continuous improvement.
Change Management refers to the process, tools, and techniques used to manage the people side of change within an organisation. It aims to help individuals and teams adapt to new ways of working while ensuring that changes are implemented effectively and sustainably.
CMI emphasises that change management is not just about delivering new technologies or processes but also about supporting people through transitions, minimising resistance, and maximising engagement. This involves clear communication, training, and providing the necessary support to help individuals and organisations achieve desired outcomes during the change process.
The goal of change management, according to CMI, is to ensure that organisational changes are smoothly and successfully integrated while maintaining productivity and morale. This approach helps organisations navigate transformations more efficiently, whether they involve structural, technological, or cultural shifts.
- Understand the human side of change and know how to help people deal more effectively with change, maintaining their commitment and bringing them successfully through the change process
- Understand the various types of change that affect organisations, and know how to draw on a range of professional approaches to support the effective delivery of the organisation’s desired outcomes from each change initiative
- Know how to identify and work with the stakeholders in a change initiative, and how to plan, execute and measure the effective communications required to build and maintain their engagement
- Know how to assess the impacts of change, to develop effective change teams and to recognise and address resistance to change
- Understand the process of sustaining change and know how to embed a change initiative as the new ‘business as usual’.
- Build the organisation’s capability and capacity to deal successfully with change, improving agility
- Increase the probability of successful business change/transformation – supporting strategic direction
- Minimise risks (costs, delays, loss of employee engagement, reputation) associated with failed initiatives
- Align change initiatives with established, process-driven methods (like AGILE®) to develop a unified approach to change
- Develop and sustain employee commitment and alignment with organisational purpose during times of change
- Build and maintain the engagement of internal and external stakeholders with new initiatives
- Manage more effective change communications with internal and external constituencies so that change is understood and supported
- Improve assessment of change impact, integrated change planning and successful embedding of change into the life of the organisation.
