Strategy Implementation Professional Certification Training Bundle

Nivå: Intermediate

The ability to implement key business strategies serves as an indispensable component for highly successful leaders around the world. From fundamentals to planned contingencies, executing strategic initiatives are vital towards organisational advancement.

The fact is, many managers are taught how to plan. But few understand execution. And this is reflected in the high failure rate for business strategy implementation. In an increasingly complex and rapidly changing world, organisations are now seeking individuals with enhanced implementation comprehension and capabilities.

This Strategy Implementation Institute professional certification & training program ensures you’re qualified to meet those demands. Developed by industry leading business strategist, this high impact program is based on rigorous standards and ongoing research to meet real-world expectations and organisational needs.

Nyckelfunktioner:

  • A blended learning path towards Strategic Implementation certification
  • Strategy Implementation Body of Knowledge eBook
  • Seven on-demand modules to reinforce skills
  • 2-day live, instructor-led workshop
  • Strategy Implementation Professional exam voucher included

Du kommer lära dig att:

  • Understand the challenges of implementation
  • Adopt a roadmap to guide an organisation through the implementation journey
  • Learn strategic implementation
  • Develop the skills and tools to be an implementation specialist
  • Lead and direct a strategy team
  • Avoid the common pitfalls that cause more implementations to fail than succeed
  • Identify what will and won’t work for your organisation

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BLENDED LEARNING

Blended Learning Path

  • Strategy Implementation Body of Knowledge (SIBOK) eBook included
  • 7 on-demand modules to be completed in 90 days
  • 2-day workshop delivered with a Learning Tree instructor
  • Exam voucher included
  • Earn 42 PMI PDUs

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  • Coaching av ett expertteam

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Utveckla dig och ditt team med anpassade eller öppna kurser alternativt e-learning

Learning Tree erbjuder kundanpassad utbildning hos er, öppna kurser i Stockholm, London eller Washington, möjlighet att delta via våra Anywhere centers (Malmö, Göteborg, Linköping, Stockholm eller Borlänge) eller olika former av e-learning med lärarstöd. Läs mer på www.learningtree.se/priser .

Blended Learning Path

Important Strategy Implementation Professional Certification Training Information

  • Who Should Attend this Course

    This program has been designed for:

    • Middle managers looking to enhance their implementation skills
    • Leaders responsible for implementing strategy and improving the business performance
    • Project managers looking to complement their capabilities with strategy implementation skills
    • Individuals looking to improve themselves to create new opportunities
  • Exam Information

    • The exam is closed book
    • One hour
    • 70 multiple choice questions; each has only one right answer, and there are no negative points.
    • You are required to score 49 correct answers or more to pass.
    • It is recommended you take the exam within 12 weeks of starting the course so the information is fresh in your mind, and you can review the material while you still have access.

    The exam is facilitated by APMG International. You will be provided with an exam voucher and details to how to book your exam when you are ready. In preparation, you need to have a webcam set up so that APMG can monitor and ensure the high standard of examination. You are required to remain in front of the camera during the one-hour exam.

Strategy Implementation Professional Certification Training Workshop

  • 2-Day Workshop

    The 2-day workshop focuses on the how the Strategy Implementation concepts relate to your reality and how you will apply some of the concepts to increase impact within your organisation. This course, along with the on-demand modules, will also prepare participants for the SIP certification exam.

    Prior to the workshop you will be asked to come prepared with answers to these questions:

    1. The top three challenges that your team is currently facing.
    2. The top three strengths / added value of your organisation/department.
    3. Your expectations for the course?
  • Day 1

    Morning

    • Introduction and Setting the Scene
    • From a World Driven by Efficiency to a World Driven by Change
    • Alignment on priorities and focus areas
    • SIP overview

    Afternoon

    • Financial Value*
      • How to identify and maximise the return on your implementation investment by developing and growing the value of the organisation.
    • Leadership Excellence*
      • A leader's role in strategy implementation is to drive and champion the process. Employees are responsible for the implementation by taking the right actions each day.
    • Business Model*
      • Adopting a new strategy translates to changing the current business model. Sometimes the changes are minor; other times, they require a whole business model transformation, e.g., when adopting digitalization.
  • Day 2

    Morning

    • Culture Evolution*
      • Culture drives how an organisation implements its strategy. Two organisations can have the same strategy, but how they implement it will always be different as every organisation's culture is different.
    • Stakeholder Management*
      • Too frequently in stakeholder management, communication around the implementation dissipates after the first six months. This module places a heavy emphasis on nurturing communications throughout the implementation journey.
    • Employee Engagement*
      • The challenge is for leaders to inspire, engage and excite their people in the implementation. When employees are committed to the implementation, they will start to take the right actions that then gains momentum and early success.

    Afternoon

    • Track Performance*
      • Tracking performance is an essential discipline. This module focuses on ensuring the organisation has the right measures in place to manage the implementation and the discipline to constantly review the organisation's performance.
    • Putting it into practise
    • Post-workshop Actions
    • SIP Exam mock-up questions

    * each SIP module will have a theoretical part, one or two tools, examples, and reflection, and applicability into their reality.

Strategy Implementation Professional Certification Training On- Demand Modules

The on-demand program consists of seven modules and each module is subcategorized into the four phases of implementation – Crafting, Embedding, Executing, and Sustaining.

  • Module 1: Financial Value

    This module addresses how to identify and maximise the return on your implementation investment by developing and growing the financial value of the organisation. The payoff from the organisations who succeed in strategy implementation is high as the failure rate is high.

    The module learning objectives are:

    • Prioritise strategic investments and projects
    • The importance of the budgeting cycle to keep control of the finances through the implementation
    • Assess your value creation and financial performance
    • Realise benefits from project investments 5. Reward leaders and employees
    • Crafting: The module focuses on ensuring the budgeting exercise happens after the crafting of the strategy and focuses on providing budgeting structure.
       
    Crafting: The module focuses on ensuring the budgeting exercise happens after the crafting of the strategy and focuses on providing budgeting structure.
    • Develop an implementation budget
    • Mistakes to avoid for financial projections
       
    Embedding: Ensure your organisation has the discipline to track the implementation and take corrective action as required, while cascading the strategy.
    • Invest in implementation
    • Link strategy with budgets
    • Project selection methods
       
    Executing: Ensure your organisation has the discipline to track the implementation and take corrective action as required, while cascading the strategy.
    • Invest in implementation
    • Link strategy with budgets
    • Project selection methods
       
    Sustaining: Leaders now need to decide if to reinvest profits back into the organisation or be prudent for a later date.
    • Capturing strategic value
    • Identifying and quantifying synergies
  • Module 2: Leadership Excellence

    This module addresses understanding the leader's role in strategy implementation. Leaders don't implement. A leader's role in strategy implementation is to drive and champion it. The employees are responsible for the implementation by taking the right actions each day. Leaders need to stay engaged throughout the implementation, constantly be inspiring, coaching their employees, and overseeing and tracking the implementation.

    The module learning objectives are:

    • Why and how to avoid repeating past implementation mistakes
    • Understand the role of the leader in implementation
    • The importance of the leadership sharing consistent message
    • Discovering best practises for leading employees
       
    Crafting: Leaders habitually repeat mistakes from previous implementations. The challenge is to learn from past mistakes while adopting best practises for the new implementation.
    • Avoid past mistakes
    • Learn from failure
    • Provide the skills to implement
    • Understand why the strategy implementation failure rate is so high
       
    Embedding: Leaders need to share a consistent message across the organisation while driving, coaching, and championing the implementation.
    • Know how and when to step back as a leader to implement
    • Learn implementation tools and tactics
    • Recognise how to overcome resistance to implementation
    • Blend Top down and bottom up approaches
    • Reflect and review on progress and learnings
       
    Executing: Leaders need to stay true to the strategy while also managing the business. This requires an ambidextrous leadership style.
    • Leadership engagement as a discipline
    • Make your strategy more relevant
    • Uncommon practises in implementation
    • Organisational ambidexterity
       
    Sustaining: As the organisation is celebrating the successful implementation, leaders are responsible for already starting to ask, "what next?".
    • Adaptive and proactive leadership
    • Scenario planning is a tool for strategic thinking
    • Redefine leadership for the digital age
  • Module 3: Business Model

    This module addresses why your business model needs to change to support strategy implementation. Adopting a new strategy translates to changing the current business model. Sometimes the changes are minor, and at other times they require a whole business model transformation, e.g. when adopting digitalization. But the business model needs to change to support the implementation.

    The module learning objectives are:

    • Understand why and how business models needs to change
    • Discover the importance of thinking strategically in implementation
    • Be aware of changing technologies
    • Discover how to digitalize the business
    • Discover how to execute projects with excellence
    • Discover how to sustain engagement and resources
       
    Crafting: By default, a new strategy translates to changing the way the organisation operates. This means a new business model to support and enable employees.
    • What is a Business Model?
    • Strategic thinking as you implement
    • How you can think more strategically?
    • Why business models need to keep changing
       
    Embedding: Synergising the way employees work to drive the implementation takes focus and energy within the organisation. Leaders need to remain observant of both external and internal trends and the best methodology for transforming the business.
    • Design A successful transformation
    • Adopt a “To Stop List”
    • Digital strategic execution versus traditional execution
    • Impact of robotics and artificial intelligence
    • Escaping legacy systems and culture
       
    Executing: At this stage the new strategy starts to be imbued into the organisation and is becoming the new norm. However, the business model needs to remain fluid.
    • A project driven organisation
    • The “Project Canvas”
    • Selling projects instead of products
       
    Sustaining: This is almost a contradiction because as the organisation is sustaining the implementation success, the leaders need to already be preparing the next strategy and organisations transformation.
    • The future of business
    • Reinventing business models
  • Module 4: Culture Evolution

    This module addresses why culture drives your implementation. Culture drives the way an organisation implement its strategy. Two organisations can have the same strategy but how they implement will always be different as every organisation culture is different. Culture no longer eats strategy for breakfast because of the speed we are working today. Strategy now drives the culture in many organisations that drives the way they implement.

    The module learning objectives are:

    • How culture drives strategy
    • How to ensure culture is an implementation enabler
    • How to develop a culture of accountability
    • Why a culture of accountability is critical for implementation?
    • Understand why and how culture life cycles are changing
       
    Crafting: Culture is important in the implementation of strategies because it drives the way an organisation implements. Two organisations can have the same strategy but how they implement it is driven by their culture. And as every organisation culture is different it means every implementation is unique.
    • What is Corporate Culture?
    • Importance of Culture In Implementation
    • Leaders Role in Culture
       
    Embedding: Understand how to embed the culture to support implementation.
    • Culture drives the way leaders implement strategy
    • Changing an organisation’s culture
    • Align culture implementation
       
    Executing: Culture is the hardest of the seven modules to change as culture can be defined as, "the way you do everything." Therefore, if you need to change the culture you are changing the way you do everything.
    • Develop a culture of accountability
    • The hard side of implementation
       
    Sustaining: Culture life cycles are becoming shorter and as a result the leaders need to maintain an open mind to their own organisation's culture. Ironically, they need to sustain the culture while also maintaining fluidity to change it!
    • Continuously evolve the company culture
    • Keep culture adaptable, nimble, transparent
    • Culture for implementing strategy in a digital world
  • Module 5: Stakeholder Management

    This module addresses how to manage and communicate to different stakeholders. The initial challenge is to introduce the new strategy to the whole organisation and in this module, you are introduced to how this can be effectively done by teasing internal stakeholders and having leaders recognise that the launch is only 15% of the overall implementation communication goals. Too frequently in stakeholder management, communication around the implementation, dissipate after the first six months. A heavy emphasis in this module is placed on nurturing the communications throughout the whole implementation journey.

    The module learning objectives are:

    • Mistakes to avoid when communicating a new strategy
    • A tool for mapping and prioritising stakeholders
    • Why and how to brand your strategy message
    • Identifying key roles and responsibilities
    • Ensure the communication is nurtured throughout the whole journey
       
    Crafting: Leaders are responsible for setting their employees up for success by starting to identify what new skills and information employees require. They need to identify the most effective way to prepare the different stakeholders and to communicate key messages.
    • Plan Strategy Launch
    • Teaser campaign
    • Create a burning platform
    • Roles and Responsibilities
    • Stakeholder Analysis Matrix
       
    Embedding: Leader's responsibilities now shift to ensuring that different stakeholders have the right information, skills and understanding to implement. Too many implementations fail at this stage because leaders don't invest the time to prepare their employees. This section discusses communication and leverages more videos as they are one of the most popular forms of communication.
    • Biggest Mistake: Strategy First, Urgency Second
    • The importance of communication
    • Cascade strategy messages and expectations to Stakeholders
    • Effective Strategy Communication
       
    Executing: Executing stakeholder management focuses on sustaining the communication while ensuring communication transparency and engaging employees.
    • Over Communicate to Stakeholders providing transparency
    • Creating and Sustaining Momentum
       
    Sustaining: Make stakeholder management an active part of every leader’s communications and strategy implementation.
    • Encouraging leaders to communicate
  • Module 6: Employee Management

    This module addresses how to ensure employees are inspired to participate in the implementation. Which is not an easy challenge as the level of employees who are disengaged in their work is surprisingly high in many countries and industries. Asking employees to adopt a new strategy translates to asking them to do "more work". Why? Initially they must keep working the old way while adopting the new way. The challenge is for leaders to inspire, engage and excite their people in the implementation. When employees are committed to the implementation, they will start to take the right actions that then gains momentum and early success. We need lots of people, taking small actions to create implementation. It's also important to prepare employees with the right implementation attitude, knowledge and skills.

    The module learning objectives are:

    • How to identify new skills requirements
    • The value of highly engaged employees
    • The four different ways employees respond to implementation, as not everyone resists change
    • Middle manager’s role as lynchpin
    • How to align and track resources
    • How to sustain engagement and resources
       
    Crafting: Only 5% of employees (Bridges research) can tell you their own organisation strategy. One of the first challenges is to make sure everyone in the organisation knows why it is changing, understand what the new strategy is about and identify the impact on themselves. Embedding: The challenge is to identify the new skills employees require to implement the strategy and to ensure they are engaged.
    • Allocate Resources
    • Develop and engage employees
    • Start with why - how great leaders inspire action
    • Other tactics for inspiring employees to take the right actions
       
    Executing: As momentum builds amongst employees across the organisation, leaders focus to now setting everyone up for success with the resources and recognition that reinforces the right actions. Train the rest of organisation.
    • Continually Reward and Recognise
    • Align and track Resources
    • External Partners Collaboration
       
    Sustaining: Strategy continuous to evolve and leaders need to ensure employees do so as well by continuously adopting new skills and capabilities.
    • Identify shifts in Resource requirements
    • Continuous engagement across Organisation
    • Self-Directed Employees
  • Module 7: Track Performance

    This module addresses the importance of tracking and reviewing implementation. Taking corrective action along the way is critical for success. But how do you know where you are and what action to take if you are not diligently tracking your performance, throughout the whole implementation journey. Too many leaders start off with the right intentions but somewhere between thought and actions they lose focus and commitment. Tracking performance is an essential discipline and this module focuses on ensuring the organisations has the right measures in place to manage the implementation and the discipline to constantly review the organisation performance.

    The module learning objectives are:

    • The importance of conducting frequent reviews to keep the implementation on track
    • Why tracking performance is critical
    • How to identify the right measures to track the implementation
    • How to use measures to review and manage the business, based on the “Balanced Scorecard”
    • How measures drive the right actions
    • How to structure a review
    • Best practises for hosting effective reviews
       
    Crafting: As the organisations starts to implement, its essential for leaders from the start to have in place the right measures to track progress and start to instill the discipline of constantly reviewing performance.
    • Balanced Scorecard
    • Strategy Map
    • Strategic objectives
       
    Embedding: Ensure your organisation has the discipline to track the implementation and take corrective action as required, while cascading the strategy.
    • Cascade your strategy
    • Discipline of using reviews
    • Divisional and departmental scorecards
    • Identify right measures
       
    Executing: Make sure the implementation is reviewed as required and challenge the original strategy assumptions.
    • Establish regular performance reviews
    • Best practises for using measures to manage the business
       
    Sustaining: Review the strategy to ensure its still fully adding value.
    • Ensure reviews become part of the organisation culture
       
    Challenge assumptions made in original strategy

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Strategy Implementation Professional Certification Training FAQs

  • Who is this program suitable for?

    This program has been designed for:
    • Middle managers looking to enhance their implementation skills
    • Leaders responsible for implementing strategy and improving the business performance
    • Project managers looking to complement their capabilities with strategy implementation skills
    • Individuals looking to improve themselves to create new opportunities
  • How long will take to complete the on-demand modules?

    There are seven modules with four stages, making up 28 different sections, which take approximately one hour each to complete and are broken into bite size learning combining videos, presentations and articles. The modules can be taken in any order.  You can start the course on any day, and you are free to study whenever it suits you and at your own pace. The only time limit is a 12-week access to the course.

  • Do the on-demand modules need to be taken in any order?

    The modules have been designed so that they can be taken in your preferred order.

  • What are the exam details?

    • The exam is closed book
    • One hour
    • 70 multiple choice questions; each has only one right answer, and there are no negative points.
    • You are required to score 49 correct answers or more to pass.
    • It is recommended you take the exam within 12 weeks of starting the course so the information is fresh in your mind, and you can review the material while you still have access.
  • How do I take the Strategy Implementation Practitioner exam?

    The exam is facilitated by APMG International. You will be provided with an exam voucher and details to how to book your exam when you are ready. In preparation, you need to have a webcam set up so that APMG can monitor and ensure the high standard of examination. You are required to remain in front of the camera during the one-hour exam.

  • Will I become a member of the Strategy Implementation Institute?

    Yes, on enrolment into the program you will automatically become a member of the Institute, which is included in the fee for the first year.

  • What happens after I’ve passed the exam?

    Upon successful completion of the exam and receiving the SIP certification you can add Professional Member of the Strategy to your credentials. After being a Professional Member for two years, you can then apply to become a Fellow of the Strategy Implementation Institute.

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