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Human Change Management Institute

Qualified Education Provider™ (QEP™) of the Association of Change Management Professionals® (ACMP®) for the HCMBOK® Training and Certification Program

Association of Change Management Professionals®

HCMBOK® - The Human Change Management Body of Knowledge

The HCMBOK®—Human Change Management Body of Knowledge—is the knowledge base of the HUCMI. It encompasses methodologies, tools, and best practices, with the objective of establishing a connection between the Organizational Change Management framework and the phases and typical management activities of projects across various domains.

As an icon of the third generation of change management, the HCMBOK serves as an objective and practical guide. It has been developed to be mastered and applied by professionals from all areas, extending beyond the realm of change management experts.

Our approach relies on strategic planning for change management within programs or projects, as well as the establishment of the CMO (Change Management Office). This organizational entity is responsible for overseeing all changes, starting from the initial stages of organizational strategic planning.

Content/Summary

1. Everything changes, everything goes away

  • 1.1. A new era in human factor management in projects
    • 1.1.1 The Third Generation of Organizational Change Management
  • 1.2. Is changing so hard?
  • 1.3. Effects of changes on the body
  • 1.4. What has changed in the change processes?
  • 1.5. Change Strategies
    • 1.5.1. Imposing Changes
    • 1.5.2. Participatory Changes
  • 1.6. The characters of the changes
  • 1.7. Performance models of change managers
  • 1.8. Change Management Objective
  • 1.9. Importance of Strategic Approach to Change Management in Projects
  • 1.10. Project management or organizational transformation?

2. HCMBOK – Human Change Management Body of Knowledge

  • 2.1 HCMBOK Framework
  • 2.2 Initiation and Planning
    • 2.2.1. Define and prepare the project sponsor
    • 2.2.2. Conduct Leadership Alignment and Mobilization Workshop
    • 2.2.3. Define the purpose and identity of the project
    • 2.2.4. Map and classify stakeholders
    • 2.2.5. Evaluate the characteristics of organizational culture and its effects on change
    • 2.2.6. Define Project Team Roles and Responsibilities
    • 2.2.7. Tailor the physical environment to project needs
    • 2.2.8. Plan Project Team Allocation and Development
    • 2.2.9. Assess climate predisposition for change and its impacts
    • 2.2.10. Establish the Change Management Action Plan
    • 2.2.11 Plan the project kick-off
    • 2.2.12 Develop Strategic Change Management Plan
  • 2.3. Acquisition
    • 2.3.1 Planning the Human Aspects of the Procurement Process
    • 2.3.2 Assess risks of culture shocks between suppliers and staff
    • 2.3.3 Define Additional Team Training Needs
    • 2.3.4 Identifying Knowledge Management Alternatives
    • 2.3.5 Map Vendor Leadership Styles
    • 2.3.6 Validate Roles and Responsibilities (RACI Matrix) with Vendors
    • 2.3.7 Plan for vendor integration with the organization's culture
  • 2.4. Execution
    • 2.4.1. Perform the project kick-off event
    • 2.4.2. Assess organizational impacts
    • 2.4.3. Plan and execute learning management
    • 2.4.4. Feed the Project Risk Map
    • 2.4.5. Confirming the Stakeholder Future in the Post Project
    • 2.4.6. Plan for the gradual demobilization of the project team
    • 2.4.7. Define Roles and Responsibilities for the Production Step
    • 2.4.8. Define indicators for assessing readiness for change
  • 2.5. Deployment
    • 2.5.1. Assess user readiness and trust for deployment
    • 2.5.2. Ensure leadership commitment to deployment
    • 2.5.3 Hold Deployment Decision Meeting
    • 2.5.4. Report the outcome of the deployment decision meeting
  • 2.6. Closing
    • 2.6.1. Perform gradual demobilization of project team
    • 2.6.2. Recognize Team and Individual Performance
    • 2.6.3. Mapping Lessons Learned
    • 2.6.4. Ensure User Preparation to Train New Contributors
    • 2.6.5. Ensure preparation of maintenance and support team in the post-project phase
    • 2.6.6. Ensure proper relocation of project team
    • 2.6.7. Celebrate Achievements and Goals Achieved
  • 2.7. Production
    • 2.7.1. Ensuring Sustained Change
  • 2.8. Recurring Activities at All Project Steps
    • 2.8.1. Plan and manage communication
    • 2.8.2. Team Building and Reinforcing Dynamics
    • 2.8.3. Encouraging participatory processes
    • 2.8.4. Managing Conflict, Motivation, Stress, and Behaviors
    • 2.8.5. Stimulating Creativity and Innovation
    • 2.8.6. Managing Stakeholders

3. The CMO – Change Management Office

  • 3.1. Turning strategy into results
  • 3.2. CMO Concept
    • 3.2.1. The role of CMO
    • 3.2.2. Where to establish CMO?
  • 3.3. Deploying a CMO is a project and demand Change Management

4. Change leaders core competencies

  • 4.1. Sensitivity to human factors and insight to unravel them; empathic attitude
  • 4.2. Ability to act as a facilitator, inspirer, and supporter of team efforts
  • 4.3. Focus on Results, Goals, and Productivity
  • 4.4. Planning, Negotiation Skill, and Strategic Vision
  • 4.5. Conflict, Crisis, and Opportunity Management
  • 4.6. Creativity, questioning, boldness and willingness to break paradigms
  • 4.7. Transparent and effective communication; be a good listener
  • 4.8. Transparency, credibility and integrity

5. Success case

6. Failure case

Appendix I - HCMBOK Approach to Agile Change Methodologies Involving Systems Development

Appendix II - Organizational Culture Management and Change Management

Change Management Training and Certification

HCMBOK® Training and Certification Program

ACMP

The HUCMI is a Qualified Education Provider™ (QEP™) of the Association of Change Management Professionals® (ACMP®).

Learning objectives

The unique approach of HCMBOK® training will lead you to develop knowledge and skills in human change management, in order to reduce antagonism, boost engagement, and support any project to reach its strategic goals.

At the end of the training you will able to apply the HCMBOK® and have:

  • A solid understanding of the good practices and strategies to manage the human factor in a change process.
  • The ability to comprehend and differentiate human behaviors in the face of a change situation and manage the engagement and antagonism of the stakeholders.
  • Knowledge to develop the Change Management Strategic Plan.

Who should attend

  • Project Managers
  • Change Managers
  • IT Professionals
  • HR Professionals
  • PMOs Members
  • Change Leaders
  • Continuous Improvement Professionals
  • Department Heads
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