Commentaire sur Specialised Master's Degree in Consulting and Coaching for Change - Semi-présentiel - Ile-de-France - France
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Objectifs
This intensive and intellectually rigorous programme equips experienced executives and consultants to: - understand better what constitutes change, and how it manifests itself - understand complexity and the limits to control - understand themselves, the people and organisations with which they work, and the drivers for change in the environment - connect the big picture with the detail and be able to make thoughtful interventions in organisational change. Participants gain the HEC-Saïd Business School attendance certificate. The programme can lead to the Specialised Master's Degree in Consulting and Coaching from HEC; participants must submit a dissertation to the jury to qualify for this. Program alumni become members of the HEC Alumni Association and the Alumni Association of Templeton College, University of Oxford.
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Pratiques
COSTS Please contact our programme advisors.
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Dirigé à
The programme is designed for executives, human resources directors, consultants working in change management - those who appreciate that change can only be achieved through people. It is for you if you want to spend time on serious reflection, analysis and study, developing your vision of organisational behaviour and change management through an improved understanding of the human factor. Your level of commitment must be high: you will undertake work between modules, as well as working on an individual project throughout the programme. You must be prepared to be fully involved in the programme: your engagement with the programme and the group as a whole is of fundamental importance. 'This is the degree programme for executives who want to really understand the human side of change mechanisms in organisations. It perfectly combines the talents of those two highly respected institutions.' Jacques Collin, Senior Vice President and Chief Learning Officer, Cap Gemini Ernst & Young.
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Diplôme
Specialised Master's Degree in Consulting and Coaching for Change
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Contenu
MODULE 1 (Oxford) - THE NATURE OF CHANGE
Can you deal with the complexity of change?
This module covers
- types of change and reasons for change today
- new models of organisation
- the multiple lenses we can use to improve our understanding
This module focuses on:
- change and what it means
- the diversity of approaches to change
-the promise and limitations of alignment between organisation, business purpose and strategy
-seeking new insights into organisation from conceptual advances in science
- developing frameworks for guiding change interventions
- envisioning the future
MODULE 2 (Paris) - PSYCHODYNAMICS AND CHANGE
Can you understand better the psychosocial dynamics which shape attitudes towards change?
This module covers:
- understanding the psychodynamics of groups and organisations, using social psychology, psychoanalysis and anthropology
- methods of group intervention
- designing interventions in organisations, taking into account psychodynamic mechanisms
Understanding psychodynamics in groups and organisations can be useful for processing change. This means getting to grips with psychosocial and unconscious phenomena stimulated by the working environment. It also means understanding the conditions under which those phenomena can be taken into account to deal effectively with organisational development and change processes.
This module focuses on:
- Group decision making and group processes
- Defence mechanisms in groups and organisations
- The transitional approach to change
- Manipulative and non-manipulative interventions to organisations
- Cultural dimensions of groups at work
- Consulting to (and with) groups
MODULE 3 (Oxford) - LEADERSHIP OF CHANGE
Do you know yourself well enough to lead or to coach leaders?
This module covers:
- Experiencing and understanding the role of leadership in intervention
- How to go beyond the conventional in developing leadership in organisations.
This module focuses on:
- The nature of leadership
- The problem of the diversity of theory and practice
- The scope for leadership development
- Classical and contemporary ideas of leadership
- Lessons from the personal experience of others
- Opening up new perspectives on leadership
- Understanding motivation
MODULE 4 (Paris) - LEARNING FOR CHANGE
Are you aware of the individual and collective defensive routines that block learning?
This module covers:
- Raising participants' awareness of their own implicit theories of action
- The defensive routines that block learning
- Overcoming cognitive barriers to change.
This module focuses on:
- Developing interpersonal skills
- Contrasting defensive and productive reasoning
- Which learning capabilities are needed to support organisational effectiveness and innovation
- How to overcome organisational defensive routines
- Built-in impediments to learning at the level of individual reasoning processes
- Moving from knowledge management to the learning organisation
- Systems thinking, mental models and actions.
MODULE 5 (Oxford) - ORGANISATION DESIGN AND CULTURE
How do you deal with culture, power and identity in organisational change
processes?
This module covers:
- Describing an organisation’s culture
- Analysing power issues at play in change processes
- Acknowledging identity of groups and individuals as a key element in change
This module focuses on:
- Organisational culture. What is it ? How can it be approached and diagnosed?
- Multicultural issues in international change environments, including mergers and acquisitions
- Identity at work
- The role of the past in organisational change
- Can one change an organisation’s culture ?
- Power and politics in organizations and in change processes and interventions
- Enhancing internal cooperation viewed as a social challenge
MODULE 6 (Paris) - CHANGE AGENTS
What is your role and who are you as a change agent ? Where is your future?
This module covers:
- What change agents do: types of interventions and related types of tools
- Who they are: skills, values, mindset
This module focuses on:
- Change strategies and intervention strategies; related tools and techniques
- Possible motivations and skills of the change agent
- Ethics and values of the change agent
- The change agent as a permanent learner and improver of him/herself
- How to work efficiently with change consultants
- Possible futures in consulting and coaching for change
