Change Management and Organisational Development Training Course

Organizations today operate in an environment where change is constant, whether driven by new technologies, shifting market expectations, or internal transformation needs. The Change Management and Organisational Development Training Course, offered by Geneve Institute of Business Management, equips participants with a clear understanding of how change works, why it matters, and how it can be guided with confidence and clarity.
This program examines the human, structural, and strategic sides of organizational transformation, showing how leaders and professionals can navigate transitions, strengthen team alignment, and support long-term development. Through practical insights and structured learning, attendees gain the knowledge required to plan change, communicate effectively, and sustain positive transformation within their institutions.

Target Group

• Managers, supervisors, and team leaders responsible for guiding or supporting organizational change.

• Professionals seeking a stronger understanding of how change affects people, processes, and performance.

• Employees working in HR, planning, or quality departments involved in transformation initiatives.

• Staff preparing for leadership roles who wish to build confidence in handling organizational shifts.

• Individuals aiming to improve their ability to adapt, influence, and contribute during periods of transition.

Objectives

• Provide participants with a clear understanding of the principles and stages of change management.

• Strengthen the ability to assess organizational needs, anticipate resistance, and support smooth transitions.

• Equip attendees with practical knowledge that enhances communication, alignment, and team engagement during change.

• Build awareness of organisational development concepts and how they contribute to long-term effectiveness.

• Help participants cultivate strategic thinking that supports sustainable progress and organisational resilience.

Course Outline

• Understanding the Nature of Change:

  • Why change occurs and how it shapes organizational direction.

  • Types of change and their varying impacts on people and structures.

  • The relationship between change and organizational strategy.

• Core Principles of Managing Change:

  • Key elements that influence successful transformation.

  • The role of clarity and consistency in guiding change.

  • Understanding the importance of timing and preparation.

• Concepts and Purpose of Organisational Development:

  • How organizational development strengthens long-term performance.

  • The connection between culture, structure, and development.

  • Identifying areas where improvement drives meaningful progress.

• Building a Development-Oriented Environment:

  • Encouraging continuous learning and improvement.

  • Supporting open communication and shared responsibility.

  • Aligning workforce behavior with organizational goals.

• Human Reactions to Change:

  • Understanding emotional responses and behavioral patterns.

  • Why resistance occurs and how it can be managed constructively.

  • Recognizing the role of trust and transparency.

• Supporting Individuals and Teams:

  • Helping employees adapt to new expectations.

  • Strengthening commitment through clarity and reassurance.

  • Encouraging involvement and ownership throughout the transition.

• Preparing and Designing Change Initiatives:

  • Setting priorities that reflect organizational needs.

  • Identifying potential risks, barriers, and opportunities.

  • Structuring plans that create stability and direction.

• Ensuring Alignment Across the Organisation:

  • Connecting change initiatives to long-term development goals.

  • Coordinating roles and responsibilities for smoother implementation.

  • Maintaining focus through consistent monitoring and adjustment.

• Effective Communication During Change:

  • Delivering messages with clarity and purpose.

  • Ensuring information flow between leadership and employees.

  • Addressing concerns while reinforcing key priorities.

• Maintaining Progress and Long-Term Development:

  • Strengthening new practices and preventing regression.

  • Supporting a culture that embraces ongoing improvement.

  • Evaluating results to reinforce continuous development.