2-day workshop on Change Management FLEX

Coaching College’s transformative, adaptive 2-day workshop on Change Management, facilitated by
renowned expert Denise Archie. Join us to master the FLEX model, a proven framework for effectively
driving and implementing change initiatives across any size organisations.

In this comprehensive workshop, we’ll guide you through each step of the FLEX model, empowering you to
successfully navigate the complexities of change.

Learning outcomes

1. Change Case: Assess the current situation of your organization and identify the need for change based
   on the 5 R’s pillars.
2. Define the Change: Develop a robust project brief that outlines objectives, scope, deliverables,
   timelines, and budget.
3. Identify Stakeholders: Establish a centralised repository of project-related information and identify all
   key stakeholders.
4. Establish a Change Charter: Set up a charter of agreement that clearly defines roles, responsibilities,
   project governance, communication protocols, and success metrics.
5. Set up Project Management Tools: Develop comprehensive project management tools, such as
   reporting templates, cost estimates, budget templates, and change management forms.
6. Launch the Change: Define baseline processes, metrics, and goals that will measure the success of
   your change initiative.
7. Evaluate Progress: Establish regular monitoring procedures to ensure your change initiative stays on
   track and achieves desired outcomes.
8. Execute the Final Plan: Implement procedures to control the change initiative, ensuring adherence to
   the charter of agreement.

Don’t miss this exclusive opportunity to gain expertise in Change Management. Register now for
Coaching College’s 2-day workshop, facilitated by industry expert Denise Archie. Embrace the FLEX
model and empower your organisation with the skills and knowledge to navigate change successfully.
Your path to a thriving and adaptive business starts here

The FLEX Process ensures that change is effectively managed from start to finish, with the focus on
communication, risk management, and stakeholder engagement. By using this methodology, organizations can
achieve successful change outcomes and ensure that their business remains agile and responsive to changing
market conditions.

1. Formulate the Change Case: Assess the current situation of the family-owned business and identify the need
   for change based on the 5 R’s pillars. Outline the benefits of the proposed change, keeping in mind the long-
   term stability and success of the business.
2. Define the Change: Develop a project brief that outlines the objectives, scope, deliverables, timelines, and
   budget for the change. Ensure that the change aligns with the 5 R’s pillars and is communicated clearly to all
   stakeholders.
3. Identify Stakeholders: Establish a repository of all project-related information and identify all stakeholders
   involved in the change initiative, including family members, employees, and external advisors.
4. Build Relationships: Establish open and honest communication channels to foster relationships with
   stakeholders and build trust. Use the Relationships pillar to guide the development of these communication
   channels.
5. Establish a Change Charter: Set up a charter of agreement that defines roles and responsibilities, project
   governance, communication protocols, and success metrics. Use the Recruit and Retain pillars to identify
   potential successors and key employees who should be involved in the change initiative.
6. Set up Project Management Tools: Develop project management tools such as a human resource matrix,
   weekly reporting templates, cost estimate templates, budget templates, and change management form
   templates. Use the Reskilling pillar to develop training programs and identify skill gaps that need to be
   addressed.
7. Launch the Change: Define baseline processes, metrics, and goals that will be used to measure the success
   of the change initiative. Identify and evaluate potential risks associated with the change initiative and develop a
   contingency plan that outlines the actions to be taken if any risks materialize. Use the Return-on-Investment
   pillar to guide the development of financial and strategic plans.
8. Evaluate Progress: Establish regular monitoring procedures to ensure that the change initiative is on track and
   meeting the desired outcomes. Analyse monitoring data to identify areas for improvement and make necessary
   adjustments to the change initiative.
9. Execute the Final Plan: Establish procedures to control the change initiative and ensure that all parties are
   adhering to the charter of agreement. Analyse control data to identify areas for improvement and make
   necessary adjustments to the change initiative.

By combining the FLEX model for change with the 5 R’s pillars for leading a family-owned business, you can
effectively manage change while ensuring the long-term stability and success of the business.

1. Understand the current culture: Before implementing any changes, it’s important to understand the current
   culture of the organization. This includes the values, beliefs, and behaviors that are currently in place.
   Conducting a culture assessment can help identify any gaps that need to be addressed.
2. Communicate the need for change: It’s important to communicate the need for change and the benefits that
   will result from it. This includes explaining how the change will impact employees and the organization as a
   whole. Make sure to provide clear and consistent messaging throughout the change process.
3. Develop a plan: Develop a detailed plan for how the change will be implemented. This includes identifying the
   resources needed, setting timelines and milestones, and assigning responsibilities.
4. Engage employees: Engage employees throughout the change process by soliciting their input and feedback.
   This helps to create a sense of ownership and buy-in for the change.
5. Provide training and support: Provide training and support to employees to help them develop the skills and
   knowledge needed to adapt to the change. This can include workshops, coaching, and mentoring.
6. Reinforce the change: Reinforce the change by recognizing and rewarding employees who demonstrate the
   desired behaviors. This helps to reinforce the new culture and ensure that the change sticks.
7. Monitor and evaluate: Monitor and evaluate the change to ensure that it is having the desired effect. This can
   include measuring employee engagement, tracking key performance indicators, and soliciting feedback from
   employees.