7 cs of change consultancy

7 Cs OF CHANGE CONSULTANCY

Training Portfolio

for Change Management and Business Transformation Courses

CONTACT DETAILS

Nimalan Nadesalingam7Cs of Change Consultancy

Kemp House152 City Road,London,EC1V 2NXGreat Britain

Telephone: +44 7883088229E-mail: [email protected]: www.7csofchange.com

Also available on request:

• 7Cs Serice Portfolio for Consultancy• Change Management White Papers• Change Management Introductory Webinar

https://www.facebook.com/7csofchange?fref=ts


http://www.7csofchange.com/


https://twitter.com/7CsOfChange


Change Management for Business Transformation

www.7csofchange.com© Nimalan Nadesalingam 2015

CONTENT

Page 3 : Why the need for Change ManagementPage 4 : An introduction to my training coursesPage 5 : Course portfolioPage 6 : Course descriptionsPage 7 : Course breakdown by modulePage 8 : Options following trainingPage 9 : About Nimalan NadesalingamPage 10 : The Transformative Change Book

I have enjoyed the privilege of being involved and leading some very exciting businesstransformations over the past years, and benefited greatly from these experiences. Andthese days I look forward to sharing my acquired knowledge and experiences with asmany varied individuals and organisations as possible.

This document details how I am able to do so through the various training courses that Ioffer.

I have delivered Change Management and Business Transformation training courses inGreat Britain, Europe, Asia, Africa, South America and the Middle-East for professionalsfrom a range of industries and am happy to provide their endorsements upon request.

Please reach out to me if you would like to discuss any topics further or if you would like towork on a bespoke course.

I look forward to our future engagement.

Kind regards,

Nimalan NadesalingamFounder, 7Cs Of Change Consultancy- January 2016

2



Why the need for CHANGE MANAGEMENT?Kodak were once dominant in the photographic industry and Nokia wereonce the dominant manufacturer of mobile phones…. The list of fallen giants cango on. Such fallen giants are examples of how even the strongest and most successful oforganisations can fall on its knees – and often this is because the organisation is just not able tomake the changes necessary to ensure its survival.

Be it changes in technology, process or culture; why do organisations keep failing with theirchanges? One critical factor is that the organisation fails to manage the people side of change.And by people we mean any person impacted by the change, be it the workforce or customers.

With its focus on managing the people side of changes, ChangeManagement is a critical concept for organisations in this ever changingworld. It is of particular importance to the following professions:

- HR Managers

- Project and Transformation Managers

- Senior Business Leaders

3



An introduction to my training coursesFor my trainings, I look to deliver relevant theory coupled with extensive first hand experiences andinsightful references to ‘real world’ examples. In order to ensure audience engagement, I look to follow the theoreticaldelivery with practical case studies and exercises for the audience to undertake throughout the training.

Rather than offer a wide range of courses, I choose to only deliver a small selection of courses as I follow the principle that any courseI deliver must be one where I am confident and sincere in my experience and expertise. To that end, I specialise in the areas ofChange Management and Business Transformation and there are 6 specific courses I provide.

The first of the 6 courses is the entry level ‘Change Management Foundations Training’ which is a 1-day course. The more advanced2-day version of this course is the ‘Change Management Practitioner Course’ which offers additional tools and interactive casestudies. The three 3-day courses I offer are specialist courses that build upon the Practitioner Course with additional unique andspecific modules on the third day. As an alternative to the full 3 day courses, it is possible for the third day of these specialist coursesto be done at any time after completion of the Practitioner Course – this allows for those who have completed the PractitionerCourse to top up with the extra modules at their leisure (as detailed on the next slide)

An additional 2-day course I offer is Coaching for Change.

• Slide 5 provides an illustrated overview of the 6 courses and how they relate and differentiate from each other.

• Slide 6 provides a high level descriptive overview of all the courses

• Slide 7 details the modules that make up the different courses.

Please note that all courses are now also available as ‘live’ on-line training – please feel free to enquire for additional informationabout how these courses work and to view a complimentary demo.

4



Day 1

Day 2

Day 3

5

Coaching for Change

Modules(1,2 4-10 + 12)

Practitioner(Modules 1-10)




Modules 11-12 Modules 13-14 Modules 15-16

Coaching for Change

Change Management Practitioner

Leading ChangeLeading Change in a Multigenerational

Workforce

Change Management for

Restructuring

Mo

du

les

Courses

+ + +

The 1-day Foundation Training provides fundamental change management skills and knowledge. The 2-day Practitioner Course is a more extensive coursewhich covers additional tools and case studies, whilst the 2-day Coaching for Change course builds on the Foundation Training with some practical coachingmodules. The 3-day specialist courses each include 2 specific modules that are built upon the Practitioner Course and can be done on their own at any pointassuming the delegate has previously attended the Practitioner course.

Training Course Portfolio

Change Management Foundation

Foundation(Modules 1,2,4-10)



Change Management Foundation Training (1 day course)

This is a comprehensive training that will provide the delegate with asolid understanding of Change Management and provide tools andmethods that can be applied in supporting projects and programmes. Itis ideal for project managers and HR managers that wish to support theirbusiness partners in projects where a change management approachwould be of value.

6

Change Management Practitioner Course (2 day course)

This course expands upon the ‘foundation training’ by introducing moreChange Management tools and methods so that the delegate will beequipped to provide comprehensive Change Management support forprojects and programmes as an actual Change Manager. This course,which makes extensive use of case studies, is ideal for anyone wishing todevelop advanced Change Management skills so they can play an activerole in delivering business transformations.

Leading Change (3 day course)

This course expands on the ‘practitioner course’ with each modulefocusing on a ‘leadership’ angle and two additional modules on coachingas a means of leading change. This course is ideal for those tasked withleading teams through changes and transformations, and provides a solidguide to effective business coaching.

Change Management for Multi-generational Workforces (3 day course)

This course expands on the ‘practitioner’ course with two additionalmodules considering appropriate leadership interventions andinfluencing criteria for different generations in the workforce today. Thiscourse is ideal for those tasked with leading change and transformationsin an organisation where the change impact is highly variable in line withthe different generations within the workforce.

Change Management for Restructuring (3 day course)

This course expands on the ‘practitioner’ course with two additionalmodules specifically focussing on designing and executing an effectivechange management approach for restructures. This specialised courseis suitable for all those project managers, HR business partners andchange managers looking to implement organisational restructures withas minimum pain as possible and then moving forward to maximise itsnew potential.

Coaching for Change (2 day course )

This specialist 2 day course not only covers the full ‘foundation training’,but also introduces the delegate to business coaching concepts, modelsand good practices. As such, it is ideal for those who wish to developtheir coaching skills, a useful attribute for those who are tasked with‘managing’ specific stakeholders through the ‘change curve’

Full detailed course outlines for all courses are available on requestTraining Course Outline



CourseModule

Change Management Foundation

Coaching for Change Change Management Practitioner

Leading Change Leading Change in a MultigenerationalWorkforce

Change Managementfor Restructuring

1 The Need for Change

2 Understanding Change Management

3 Change Management Models & Methodologies

4 Change Clarity

5 Change Coordination

6 Change Capability

7 Change Commitment

8 Change Championing

9 Change Communication

10 Change Cementation

11 Leading Change

12 Business Coaching Practices and Skills

13 Understanding the Multi-generational Workforce

14 Change Mngt for the Multi-generational Workforce

15 A Change Management Approach for Restructuring

16 Surviving the Restructure and Moving Forward

7

Course breakdown by module



Options following training: coaching and mentoring programmes

After training, there are some who wish to pursue their newly acquired knowledge with immediate application. And for this, they wish to have thesupport of a coach or mentor. Sometimes, the wish is for the coach to simply play their part in bringing out the best of the coached through a strictcoaching relationship of equals. Such a pure coaching relationship is full of benefits for both the coached and their organisation.

Other times, the coached is after a more mentor based or consultative relationship where the mentor provides more guidance and solutions toproblems.

Having coached and mentored dozens of people of various seniority in their application and practice of Change Management, either as part of theirexisting role or in their pursuit of becoming a full-time Change Manager, I adapts as approach the wishes for . It is also perfectly possible to includecoaching and mentoring as part of a ‘consultation’ approach too.

Coaching/Mentoring Frameworks:

Ad-hoc sessions – irregular sessions with bookings made as and when needed

Project based – sessions specifically planned for support of a particular project or programme

Consultative coaching – coaching sessions as part of a consulting relationship

Coaching sessions are available as face to face sessions, virtual sessions or a mixture of both.

>> Please reach out for information about the options for consultancy support <<

8



About Nimalan Nadesalingam & 7Cs Of Change Consultancy

Nimalan Nadesalingam is an Associate Director and Senior Global Change Management Consultant at the Global HeadOffice of the DPDHL Group, one of the world’s largest multi-national organisations, and also the founder of 7Cs ofChange Consultancy and author of ‘Transformative Change’.

Nimalan came into the profession of change management after years spent in performance and project managementwhere he led the roll-out of multinational projects and also created and headed up a European-wide performancemeasurement department. It is this experience that allows him to bring a pragmatic approach to change management.

Nimalan has delivered conference key-note speeches and trainings in Europe, Asia, Africa, South America and theMiddle East and had articles published in multiple languages in a variety of business magazines. His book,‘Transformative Change’, was released internationally by Management Pocketbooks in 2014 and charted inside the Top100 bestsellers list for business books on Amazon.

Nimalan is from Great Britain where he earned his BA Honours and subsequent MBA. He is now living in Germany andworking across the globe as a consultant on major programmes whilst also training, coaching and mentoring variouslevels of management from numerous countries in Business Transformation and Change Management.

CONTACT:

7Cs of Change Consultancy

Telephone : +44 7883088229E-mail: [email protected]: www.7csofchange.com

9







Published by Management Pocketbooks

-- 112 Pages ----- Paperback and e-book formats –-- ISBN 9781906610753 --

“Following the framework allows even those who have neverencountered Change Management before to achieve success intransforming their organizations…”

Editorial review from the January 2015 edition of TheHR Agenda Magazine

“Transformative Change delivers a concise but thorough overview ofChange Management concepts supported by an extremely effectivemethodology and supporting tools. As such, it is essential readingfor anyone who wants to not just talk about change but actuallydeliver it.”- Dirk Friebel, Principal Consultant, Restructuring & Corporate FinanceCompetence Centre, Roland Berger Strategy Consultants

Out now on paperback and e-book formats

http://www.amazon.com/Transformative-Change-Pocketbook-Nimalan-Nadesalingam/dp/1906610754/ref=sr_1_1?ie=UTF8&qid=1440451678&sr=8-1&keywords=nimalan+nadesalingam




http://www.pocketbook.co.uk/product/transformative-change-pocketbook/

http://www.pocketbook.co.uk/product/transformative-change-pocketbook/

https://www.linkedin.com/pulse/review-my-book-from-japan-nimalan-nadesalingam?trk=pulse_spock-articles

https://www.linkedin.com/pulse/review-my-book-from-japan-nimalan-nadesalingam?trk=pulse_spock-articles

7 cs of change consultancy

Documents