Every change process is characterised by its own dynamic and its specific contend-related demands. However, the mistakes in change management are very often strikingly similar and mainly rooted in psychology: No strategy for communicating the changes, wrong approach to resistance, lack of transparency and ambivalent participation.
These topics can be perfectly addressed in trainings with comprehensive simulation-elements. In the case that participant have their change projects already on the way, elements of peer-counselling and individual coaching are integrated in the training to learn hands on their current task.
Some of my customers combine this topic with intercultural challenges: Change management in an international environment.