[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-241903-105":53,"doc-detail-241903-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","change-management-training-best-practices","Change Management - Training Best Practices","","Change is accelerating in innovative organizations, including immunization programs introducing new vaccines, distribution methods, and initiatives. This guide explains what change management is and why intentional support determines whether innovations take root beyond workshops or short-term enthusiasm. It describes where change initiatives originate (top-down or bottom-up) and presents the Change Curve as a framework for recognizing behaviors and aligning support to individuals’ morale, performance, and confidence across denial, resistance, exploration, and commitment.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/change-management-training-best-practices/241903/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/change-management-training-best-practices/241903.png","ImageObject",442,249,{"name":88,"@type":89},"Aria Callaghan","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-11","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":73},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Why is change management necessary in organizations and EPI programs?","Question",{"text":108,"@type":109},"Innovations may spark interest in workshops but fade when people return to daily routines. An intentional effort helps changes take root and supports individuals and teams as circumstances shift.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are the two main sources of change initiatives?",{"text":113,"@type":109},"Change initiatives can come top down from leaders or the organization, often tied to large implementations, or bottom up from individuals or mid-managers making smaller improvements and sharing learnings.",{"name":115,"@type":106,"acceptedAnswer":116},"How does the Change Curve help managers support people during change?",{"text":117,"@type":109},"It maps individuals’ morale, performance, or confidence over time and helps identify the current stage and the type of support needed to move to the next stage, accounting for setbacks between stages.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},241903,1791732640,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":30,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":140},962084926284,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Training Best Practices:  \nCHANGE MANAGEMENT  \nTraining Best Practices: Change Management  \nIntroduction  \nChange is happening faster than we could have imagined just a few years ago. Remember when the first cellphones were introduced? They were expensive, and very few places had service. Ten years later, the first smartphone was introduced and today the cell phone has become the way most people communicate. This type of high-speed change continues to occur in innovative organizations.  \nWithin immunization programs, new vaccines, distribution methods, and other initiatives are introduced with regularlity. But how does an EPI program ensure that innovations become common practice? Whether it is a small change involving just a group of individuals or a transformational change involving the entire program, how the change is managed can determine how successful the initiative ultimately is.  \nWithout an intentional effort to manage change, you may find that the change itself fails to take root. For example, simply introducing a new idea in a workshop may spark interest, but once participants return to their day-to-day habits, the ideas fade, people return to their routines, and nothing changes.  \nChange can be driven by internal or external pressures. Either way, it should be managed to help move the organization forward. Organizations can foster change and innovation by:  \n• Accepting change as an important part of growth.  \n• Practicing openness by establishing open-door policies and a willingness to listen.  \n• Soliciting input and feedback.  \n• Providing training early and often to ensure individuals feel confident in their skills.  \n• Accepting and recognizing the accomplishments as well as any failures of the new initiative.  \nRemember failure is an opportunity to learn.  \nChange management has become a generic term that covers all approaches used to prepare and support an individual or a team as an organization changes in circumstance or perspective.  \nThis guide will cover what change management is, how to recognize change behaviors, and what can be done to help individuals through the change curve.  \nTraining Best Practices: Change Management  \nWhere Does Change Come From?  \nA change initiative may come from the top down, or from the bottom up. Top-down change initiatives come from a leader or organization. They are typically related to a large implementation, such as a change in the distribution model for vaccines or rolling out a new vaccine. Most take months if not years of planning, developing, and implementing. They involve the investment of time and money.  \nOn the other hand, there are small changes individuals can make from the bottom up. Typically, bottom-up initiatives are smaller and do not require much in the way of investments. They can come from an individual finding a better way to do something, like organizing a storage room, or from a mid-manager attending a workshop and sharing what they learned with others.  \nNo matter where it comes from, all those involved in a change will experience similar feelings about the initiative, which can be mapped to a Change Curve.  \nWhat Is the Change Curve?  \nIn the late 1960s, Elisabeth Kubler-Ross developed a theory that explained the stages an individual goes through when dealing with grief. Since then, others have applied her theory to explain how individuals handle change inan organization. The curve can be used to identify where an individual is and the type of support they need to move to the next stage.  \nLow PERFORMANCE High  \n| Denial | Resistance | Explora􀀇on | Commitment |\n| --- | --- | --- | --- |\n\nTIME  \nIn the Change Curve, the vertical axis indicates an individual’s morale, performance, or confidence. The exact naming of the axis varies, but it should describe how someone feels about the change. The horizontal axis is time. Individuals will move along the curve at different rates, so this axis does not represent a specific time span.  \nTraining Best Prac","cbCaiiouonDPaUZv","https://ap.wps.com/l/cbCaiiouonDPaUZv","pdf",1047575,"English","# Introduction\n## Where Does Change Come From?\n## What Is the Change Curve?\n## Denial","[{\"question\":\"Why is change management necessary in organizations and EPI programs?\",\"answer\":\"Innovations may spark interest in workshops but fade when people return to daily routines. An intentional effort helps changes take root and supports individuals and teams as circumstances shift.\"},{\"question\":\"What are the two main sources of change initiatives?\",\"answer\":\"Change initiatives can come top down from leaders or the organization, often tied to large implementations, or bottom up from individuals or mid-managers making smaller improvements and sharing learnings.\"},{\"question\":\"How does the Change Curve help managers support people during change?\",\"answer\":\"It maps individuals’ morale, performance, or confidence over time and helps identify the current stage and the type of support needed to move to the next stage, accounting for setbacks between stages.\"}]","Change Management - Training Best Practices | PDF",1789182813,6]