Change qualification: Building
change
Change processes place different demands on individuals depending on their role and experience. Our change management training programs support employees, managers, and change agents in better understanding change and taking on their responsibilities with greater confidence.
Change Basics and Change Advanced address different starting points. Comparing them will show which program best suits the participants’ experience and future tasks.
Which qualification is a better fit?
Do you want to build change management skills within your organization but are unsure which program is right for you?
In a no-obligation consultation, we’ll clarify who should participate, what experience they already have, and what tasks they should take on in the change process.
Training programs in comparison
Change Basics establishes a common foundation for actively shaping change. Change Advanced deepens the ability to structure and guide complex change processes.
Change Basics
Participants develop a sound understanding of change processes and prepare themselves to take on initial tasks in change management.
Change Basics is aimed at employees, managers, project managers and future change agents.
Participants have little or only sporadic experience with change management. Formal prior qualifications are not required.
The focus is on key change models, typical dynamics, roles, communication, participation and basic methods.
Participants are better able to assess situations of change, clarify their role, and independently handle initial tasks.
Technical fundamentals are combined with exercises, personal cases, and initial moderation or participation situations.
Change Basics is particularly suitable when a common language for change needs to be created or a group of change agents and multipliers needs to be built.
Change Advanced
Participants deepen their methodological, process and personal competence for supporting complex change processes.
Change Advanced is aimed at experienced change managers, executives, organizational developers, as well as internal and external consultants.
Participants are familiar with basic change models and have practical experience in change processes.
The focus is on process dynamics, change architectures, interventions, organizational contexts, as well as one’s own attitude and impact.
Participants can structure complex processes, select interventions based on the situation, and reflect on their own impact.
Our own cases are intensively analyzed and reflected upon from different professional and personal perspectives.
Change Advanced is particularly suitable if experienced change managers want to expand their process expertise and provide more informed support for challenging situations.
What both change qualifications bring
Act more confidently in situations of change
Participants apply models and methods to concrete situations from their everyday work. This allows them to better assess challenges and develop appropriate next steps.
Define your own role more clearly
Participants clarify their scope of action and reflect on how their attitude and behavior influence the change process. This helps them to act more consciously and to take on responsibility more effectively.
Assess complex situations more
The exchange within the group reveals different perspectives, interests, and potential consequences. Participants identify blind spots, examine their own assumptions, and expand their range of possible actions.
Integrate new approaches into daily work
Exercises, practical tasks, and transfer phases help participants try out and further develop new approaches. This ensures that what is learned is not limited to the joint training sessions.
Benefit from current change experience
In addition to their training work, the trainers accompany real-world change and transformation processes. Experiences with typical tensions, role issues, and interventions are directly incorporated into the training programs.
Receive a qualification that fits the context
Key topics, case studies, and learning objectives are coordinated with the organization. This ensures that participants work on topics relevant to their tasks and the current change situation.
Qualifying change agents as multipliers
Change agents support change where it becomes concrete in everyday work. They come from diverse backgrounds and can participate in change initiatives with or without leadership responsibilities.
Change management training helps them clarify their role, understand change dynamics, and systematically gather feedback from the organization. This enables change agents to make the perspectives of affected employees visible, share information between departments, and take on selected tasks within the change process.
Building a change agent network is particularly useful when change management knowledge needs to be disseminated throughout the organization, extending beyond individual project teams.
This is how individual change management training is created with cidpartners.
The process begins with understanding the tasks, learning objectives, and experiences of the future participants. Together with the organization, we clarify which competencies should be developed and how the training can be aligned with the change context.
If desired, we can involve a small design team of future participants in the planning phase. In workshops or sprints, we collaboratively develop content, learning formats, and practical exercises. Pilot training sessions and early feedback help to test and refine the concept.
We combine traditional and agile approaches with analog and digital learning formats. Experiences from current consulting and transformation projects are incorporated into the content, ensuring the training closely reflects the organization’s actual needs.
Our training and qualification programs at a glance
Frequently Asked Questions
How do Change Basics and Change Advanced differ?
Change Basics provides fundamental models, methods, and guidance for initial tasks in the change process. Change Advanced requires practical change experience and delves deeper into the design of complex processes, the selection of interventions, and the reflection on one’s own impact.
Which change management qualification is right for our organization?
The choice depends on the participants’ experience level and their future tasks. Change Basics is suitable for building fundamental change management skills. Change Advanced is appropriate for individuals who are already involved in change processes and wish to deepen their process expertise.
Is Change Basics a prerequisite for Change Advanced?
Change Basics is not a mandatory prerequisite for Change Advanced. However, participants in Change Advanced need basic knowledge of change processes and practical experience in supporting change.
Can Change Basics and Change Advanced build upon each other?
Change Basics and Change Advanced can be used as sequential qualifications. Change Basics establishes a common foundation. Change Advanced then allows selected participants to deepen their professional and personal knowledge.
Can participants from different roles learn together?
A mixed group can reveal different perspectives on change. Collaborative learning is particularly beneficial when participants pursue similar learning objectives and are to take on comparable tasks within the change process. Separate groups may be more helpful when participants have significantly different levels of experience.
Can the qualifications be integrated with an ongoing change process?
Both change management qualifications can be integrated into an ongoing change project. Participants’ own cases, current tasks, and specific tensions arising from the process can be incorporated into the learning process. This allows the qualification to simultaneously support skills development and the transfer of knowledge into practice.