In This Issue
Let Us Tell You a Story
Curious About What CCMP Is?
In Your Shoes
 Check out Stacy Aaron's Agile Amped Podcast from ACMP 2016!

News From Change Guides!

Our Change Management Certification Program has been approved as an ACMP's Qualified Education Provider™ (QEP™) Program indicating that our program aligns to ACMP's Standard for Change Management and adult education best practices.

2016 Events

Change Management Certification

Aug 9-11, 2016 Cincinnati
Oct 4-6 Chicago
Dec 6-8, 2016 Cincinnati

PMI Seminars World Best Practices in Organizational Change Management

June 29-30, 2016 Orlando
Sept 28-29, 2016 San Diego
Nov 7-8, 2016 Cincinnati

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Change Guides is a certified women owned business.


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Spring 2016    
The Association of Change Management Professionals (ACMP) 2016 Conference was an amazing opportunity to hear great speakers and meet peers that share our vision for change and growth.  The first article "Let Us Tell You a Story" is written by two of our staff members that attended the 2016 Conference.  Our second article has valuable information about becoming a Certified Change Management Professional (CCMP), a major topic at the conference.  Don't forget to check out the link to Stacy Aaron's Podcast while you are at it.

Were you an ACMP 2016 Conference Participant? Get $300 off of your Change Guides Change Management Certification registration fee for 2016 Certifications! Change Guides is a Qualified Education Provider for ACMP.  For more about this offer, email Sheri Schweppe at

Enjoy and let us know what you think! 
The Change Guides Team
Let Us Tell You a Story

By Beckie Schretter and Gina Giannitelli
Carol, an employee with over 30 years of service, deeply loves her work and truly wants what is best for her organization.  She believes in the mission and values of the organization and has deep connections with the patrons.  The director, Bob, was hired several years ago to help increase profitability, but hasn't been successful.  When Bob presents a new revenue creation idea to board leadership, Carol publically questions the mission and vision alignment of the idea.  A few months later Carol is called into Bob's office and is handed a letter explaining her position is being eliminated due to financial pressures.    She feels deeply betrayed, angry and concerned for the organization she loves.  Bob avoids Carol in the days that follow.  She grapples with whether she is the victim of retribution.  She decides to write a letter to the board...
Are you wondering or even making up how this story ends?  

At the ACMP conference, storytelling was a theme throughout several presentations.  Research shows you use more of your brain when listening to a story, far more than when you listen to a slide presentation or read a written communication.  As Susan Weinschenk Ph.D. describes "... because you are having a richer brain event, you enjoy the experience more, understand the information more deeply, and retain it longer."  How can we use stories in change?

Curious About What CCMP IS?
CCMP.  What do these letters mean and why should you care?  CCMP stands for Certified Change Management Professional.  The Association of Change Management Professionals (ACMP) has been working hard to develop industry recognized certification programs.  The CCMP designation is the first in a series of change management certifications to recognize the accomplishments of change professionals around the world.

Starting on May 15, 2016, CCMP will be available to everyone for application.  You can go to  to find out more about CCMP.

Why are we doing this?  In a recent profession-wide survey on the future of Change Management we asked: "What additional professional development could you use...?"
"A global, credible, consistent method for certifying change professionals."
"An accepted certification process ... that is recognized as legitimate."
"...a certification to help organizations assess who is qualified to be a change practitioner."

In Your Shoes
Lisa Betts
Sedlak Management Consultants

Have you approached projects differently after the certification? If so, how? 
Change Management Certification has made me think differently about how I do my job. I am constantly thinking about where people are on the commitment curve and considering the various tools that might apply to a given situation.  Although I am a consultant tasked with driving change in other organizations, I have been discussing with the president of my company about how we can use change management tools internally as the company works to expand its service offerings and build a new brand.
What advice do you have for others trying to drive change?   
Persistent communication is the key.  When a client hears that change is necessary, the first reaction is to find all the reasons it won't work.  This is especially interesting since the reason we are hired is to recommend change.  Providing a consistent message over time and allowing two-way communication helps to allay the fears of the client.  I have found that the same message to the same person can be received differently after some time has passed.  The first time the message is heard there is a lot of resistance.  Once the client has some time to come to terms with the change, they can truly hear what you have to say and begin to take steps to make the change happen. Not only is this true with the executives driving change, it is equally true to all those affected by the change.  

What one thing has helped you the most in driving change in your organization?
With my current client, I am currently tasked with getting management to embrace that change is needed, sooner rather than later.  The most important thing that I have used thus far was to create a sense of urgency among the executives to move them along the commitment curve from Understanding toward Desire.   This movement has them working to determine how they can make the change successfully rather than contemplating why the various options won't work.