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Managing Change & Transition

When over 80% or initiatives fail to embed and return the predicted investment, there is an obvious disconnect between those selling the solution and those who live the solution. 

ODR's managing change and transition materials provide the mechanisms by which the solution is efficiently and effectively implemented including in the day to day practices of the people who it affects and the benefits are ultimately realised. 

Our experience consultants have worked with the practical application of all of the latest research and provide tools and techniques for ensuring that theory hits the mark in practice.  Our range of change management materials take into account the psychological transition that people undergo and the strategies that not only ensure readiness, but capture ownership and motivation for the outcomes.

When you are ready for results, select the appropriate tool and learn from the experience of our people.

2.  IntermediateThis program is designed to help participants explore their personal reactions to change, and identify and review effective transition skills during times of change. The skills will have application in the personal and professional arena for participants. Individuals will look at their roles, the range of responses to change in those they lead, and will design practical techniques for application in their professional roles.The program will provide a series of planning and analysis tools, and critical communication techniques to help individuals overcome the obstacles that invariably arise during times of change. Participants will increase their effectiveness at managing and leading change.


  • Distinguish the difference between "change” and "transition”
  • Understand the impact of change on organizations and individuals
  • Construct individual "Change and Transition Journeys”
  • Assess transition strategies for each individual
  • Identify effective personal transition skills
  • Assess current reactions to changes
  • Analyze the implications of changes in each participant's role
  • Explore effective transition skills for navigating current change successfully in their professional role
  • Practice critical conversations with those they lead who seem resistant to change

3.ProfessionalIntroducing the concepts, issues, practices and tools that support the successful change program,  this program  builds to cover your understanding and practice of the planning, conducting and evaluation of change initiatives.  The workshop prepares managers and supervisors by providing an outline of those tools, techniques, strategies and activities associated with the identification of strategic change opportunities, the development of change management strategies and their implementation and evaluation.  

You will learn strategies for analysing the organisational environment, the drivers for change, risk mitigation strategies and measures for ensuring your team achieves the outcomes required for a successful change implementation.   Join our workshop to gain the tools and techniques for planning and developing initiatives for engaging people and aligning processes to transition culture and structures to the desired organisational future state.  


  • Manage change through the total integration of people, process and system
  • Design and implement a framework for managing change
  • Evaluate best practice approaches to people and process for delivering successful change
  • Reduce the impact of risk while maximising the benefit of change
  • Overcome resistance to change by opening and using effective communication channels
  • Assemble a practical toolkit tailored to the needs of your organisation

3.ProfessionalLeaders today recognize the imperative to change--yet only a handful are equipped with the right tools and techniques to create effective change within their teams, divisions, and organizations - leading to approximately 75% of change initiatives failing.  Learn how to apply critical change leadership concepts and tools, and receive a change leadership process to ensure your organization realizes the benefits of real change.  Discussions, activities, assessments, simulations, and application to participants' own real-world changes help embed the learning and ensure skill development.


  • Learn a step-by-step process for leading successful change
  • Communicate a compelling change message to gain greater commitment
  • Unlock resistance and remove obstacles to change
  • Assess personal and organizational readiness to take on the challenge of change
  • Deploy a long-term, sustainable model for change

4.  MasterBecome the strategic and reputable Change Agent for improvement programs such as:  mergers and acquisitions; outsourcing transitions; leadership development; major business change; continuous improvement programs; cultural transformation; organisational learning; and major technology upgrades.

This program has been developed to provide the processes, tools and techniques for change agents directly responsible for managing organisational change.  Change Management and Organisational Development intensive, The program is a highly-interactive and logically stepped approach to the theory and practice of Organisational Development and Change.  

Learn proven techniques and methods from our ODR specialists with extensive experience in the field.  Experience our tools and practice techniques - as individuals and/or teams, supported with coaching provided by workshop facilitators.


  • Planning change projects, role of the sponsor, role of the change agent
  • The Organisational Change Roadmap and its application
  • What Organisational Development and Change is and is not
  • Conducting Environmental Analysis / Assessing the Change Environment
  • The Realities of AS IS, TO BE, Gap Analysis and Transition Planning
  • Developing Performance Indicators / Measures of Success for Change Programs
  • Differences and Relationship Between Effective Management of Organisational Change and Project Management
  • Formal Project: Guided / Structured Organisation Development and Change Project
  • Managing the implementation of redeployment processes
  • Stakeholder engagement and end-user readiness
  • Influence organisational culture
  • Strategic leadership in change management   

3.ProfessionalMotivational interviewing is a particular method of coaching to help a staff member who has been asked to undergo organisational change recognise and do something about his or her not taking up the transition as a problem. Some people are ambivalent about changing behaviour - they both want and don't want to change.  Motivational interviewing has been found to help these people along the path to change.

Motivational InterviewOUTCOMES

  • Understand the role of motivation in changing behaviour in organisational settings
  • The elicitation of motivation
  • Understand the key principles of motivation intervention
  • Strategies for resolving ambivalence
  • Establishing a collaborative relationship

3.ProfessionalStakeholder relations are a critical component of organisational success. This practical program introduces the participant to the process of effective stakeholder consultation, such as negotiation and gaining influence and leverage, and ultimately maintaining this most valuable resource. Elements of an effective requirements management process will be discussed to help participants develop a practical methodology for handling and managing requirements for their organisation.

Stakeholder EngagementOUTCOMES

    • Methods for analysing the stakeholder environment and mapping the engagement strategy
    • Strategies for leverage and influence
      Predict thresholds for stakeholder action
    • Processes, capabilities and practical tools for effective stakeholder dialogue
    • Evaluate the performance of your engagement
      Plan and carry out a strategic response
    • Unifythe corporate team - communications, operations, and executives
    • Overcome litigation, regulation, boycotts, protests, and bad publicity
    • Save time and money, enhance reputation and build stakeholder capital