Fitness Australia Certification Project

This assignment focuses on a project to implement a mandatory fitness certification for all trainers at Bounce Fitness, driven by a strategic company change. It outlines the change management process, including a WBS, communication strategy with territorial managers, and safety training requirements. The document also includes a sample dialogue between a change agent and a personal trainer addressing concerns about the new policy.

Project: Lead and manage Organizational Change
Organization: Bounce Fitness Australia
Project Team:
Role Name ID
Change Management
Manager:
Territory Manager-Brisbane
Territory Manager-
Melbourne
Territory Manager- Cairns
Territory Manager- Sydney
Project Prepared By:
1.
2.
3.
4.
5.
Part A: Identify change requirements and opportunities
Introduction:

Bounce Fitness is a Fitness business with branches in Brisbane, Cairns, Sydney, and Melbourne.
At present, each branch operates semi autonomously, making their own decisions and has
resulted in a lack of standardization in how the business is run and managed. The business would
like to register with Fitness Australia, but has to meet its stringent requirements on staff
qualifications and continuous training. A budget of $ 20000 has been allocated for the purposes
of managing the envisaged change. This report articulates the strategic plans for Bounce Fitness
in order to identify gaps for change and justify the need for change. The report also evaluates the
external environment and how it can potentially impact the business and demonstrates
consultation with other managers to prioritize the change plans and implement the changes,
taking into account training costs and doing a cost benefit analysis of undertaking the strategic
change versus not undertaking the change at all.
Analysis of Strategic Plans, for Changing needs:
Objective 1: Have a centralized management structure and decision making process
Objective 2: Ensure trainers meet minimum certifications as per Fitness Australia guidelines
Objective 3: To evaluate external factors and how they can influence the business and thereby
identify opportunities for change
Objective 4; Cost effectively manage the change process
Objective 5; To cost effectively and efficiently manage the change management project using
project management skills
Comparison of Policies against the new strategic Objectives:
Compare the existing policies and practices at Bounce Fitness against the strategic objectives to
identify where changes are required. Document the comparison in a table. You can use the
following template if you like:
Existing Policies and
Practices
Strategic Objectives Required Change (Gap)
Each branch make their
own decisions and operate
Implement a streamlined and
centralized management structure
Have a unified management
and decision making

semi autonomously and decision making process organizational structure and
culture
Experienced staff not
needing new qualification
requirements
Trainers to obtain minimum skills
and expertise through training
according to Fitness Australia
requirements
Develop a uniform skills and
qualifications requirement
that meets Fitness Australia
Code of Practice
The business looks at
internal factors mostly in
strategic decision making
Competitive attributes and
opportunities in external
environment
Environmental analysis to
identify opportunities and
manage any risks/ threats to
enhance competitiveness
Resistance to change
Cost effective change management Use project management
approach and change
management plans
Report on External Environment impact on the Achievement of new strategic Objectives.
Introduction of the carbon tax affects the fitness industry in terms of energy sources and
equipment used that has resulted in reduced profits by between 4 and 7%. increased costs in
installing energy efficient equipment and retro fitting existing equipment, including cooling
requirements that increase costs (Morgan 2012). Complying with Fitness Australia Code of
practice will lead to increased costs, though being registered with it as having met the
requirements will result in higher quality of service and customer satisfaction that will likely
increase revenues (Janis 2015)
Australian economy is on the rebound and people will invest more in their health and fitness; the
industry is expected to continue growing as Bounce Fitness will benefit from a stable and
growing economy (Stewart 2017)

Gym membership is growing in Australia as are job opportunities as the fitness craze continues
to grow in Australia. There will be tighter regulations that will result in more qualified
professional fitness trainers. Wearable technology is projected to continue growing and will have
a significant impact on the fitness industry. Further, non-equipment fitness training with concepts
such as Yoga will increase, as are traditional areas of strength training, weight loss, circuit
training, and medicine training will continue to grow, according to Berry (2017). More training
centers will have to get their fitness instructors certified as per the Fitness Australia code of
practice requirements
Minutes of the Meeting with Stakeholders for finding out the major change needs and
discussion for training options and costs involved:
Wearable technology will be used more by fitness enthusiasts and so fitness regimes must be
effective as wearable technology monitor progress in any fitness regime. Non equipment
training like body weight training and Yoga will attract more enthusiasts. There will be
requirement for professional and experienced fitness instructors and these are necessary given
exercise will be treated as medicine in the near future. There will be need for functional fitness
by clients and growth in group and group personal training and outdoor fitness activities such as
jogging, further reinforcing the need for experienced qualified fitness professionals. Modern
equipment with low carbon footprint will be required for emerging fitness demands in circuit
training, strength training, and older adults fitness programs. Wellness coaching will be in
demand as will be workplace health promotions; these will require trained professionals and a
new marketing model targeting corporates. With more graduates in sports science expected to be
churned out, existing staff must have the highest competence levels in order to remain relevant.
Fitness will continue being a lifestyle choice and so demand for fitness will increase (‘Fitness
Australia’ 2017). Training will thus be very important; training can be part time, full time, or
online as depicted in Appendix I with associated costs
Minutes of the meeting with other managers to discuss and prioritize the Change
requirements:
Agenda

(1) Prioritize change requirements
Personnel manager proposed and was unanimously supported on the need to have all fitness
instructors meet the Fitness Australia standards and have enhanced professional skills in line
with the market trends
(2) Change management
It was discussed and agreed unanimously that the change process be managed effectively for the
best outcomes and for objectives to be met
(3) Training requirements
All staff that lacked the minimum training certification (certificate III) had to undergo the
training at the company’s expense; there was unanimous agreement on this
Streamline management and decision making
Administrative manager proposed and was unanimously supported on then need for streamlining
management and decision making and using information systems in management
(4) Registration by Fitness Australia
It was agreed unanimously that all effort be placed in meeting Fitness Australia standards to gain
registration
(5) New Opportunities
New opportunities exists in Yoga, group personal training, outdoor training, use of technology in
training and social media to market the business and interact wit customers
Resolutions adopted and meeting adjourned
6. List of Change Requirements in the order of priority:

(1) Streamline and centralize management structure and decision making process
(2) Implement an effective change management strategy by involving all staff, explaining the
rationale for the changes and getting their views with the aim of having them take
ownership of the change process
(3) Get all staff qualified as per Fitness Australia requirements by helping them choose the
most convenient training regime for minimum and continuous training
(4) Identify and take advantage of existing opportunities and leverage technology

Part B – Develop change management strategy
Cost Benefit Analysis for Change requirements:
Change Option
Cost–benefit analysis
Cost Benefit Outcome
1. Streamlined and unified
management structure
$ 5000 Effective decision
making, unified
corporate culture
Enhanced customer
service, increased
efficiency, more
customers
2. Implement change
management strategy by
training and sensitizing staff
on them need for changing
how things are done and
why they need professional
certification and seek their
opinion
$ 2500 Staff will feel involved
in the change and not
feel threatened by the
change and take
ownership of change
initiative
Smooth change
management and
reduced resistance to
change. Improved
organizational
performance. Creation of
a new brand identity and
ownership of new
strategic objectives by
staff

3. Get all staff to be trained
to obtain minimum
Certification (certificate III)
and
4. Register business with
Fitness Australia
$ 9000
$ 3000
Have well qualified staff
that will help company
take advantage of new
opportunities such as
corporate fitness
training
Have all branches
registered and enjoy
benefits of membership
to Fitness Australia
Increased customer
satisfaction and retention
Increased clientèle and
hence increase revenues
and profits
Industry recognition for
quality, attract more
customers and attract the
best trained staff
Risk Analysis:
Risk assessment plan
Associated
risk/s Consequence Likelihood Risk level Risk Priority Risk control
Experienced
staff refuse
any training
Inability to get
registration by
Fitness
Australia
High Very High High Change
management
Flexible study
for their
training

Costs are
overshot
(beyond
budget)
High costs that
eat into
envisaged
benefits
High High Very High Use project
management
principles and
stick with
project
schedule
Changes fail
to increase
clients and
revenues
significantly
to justify
expenditure
Losses and
failure to
achieve
objectives
High Medium High Exhaustive
prior research
and market
analysis
Barriers to Change and solutions to address the barriers:
Barriers to Change Strategies to address barriers
Resistance by staff to change Involving staff and sensitizing them on need
for change (effective change management
strategy)
Lack of support by top management and
decision makers due to fears on resource
sufficiency
Effective stakeholder management and
engagement
Fear to venture into new unknown territory Comprehensive research and having an
actionable risk management strategy
Politics Objectivity and setting SMART change

objectives and strategies
Lack of the right talent to manage change Hire qualified people to manage change and
use change management principles and
practices
Email to the Team: attach the copy of the email.
See Appendix II
Communication Plan:
the communication
that needs to take
place
the messages and
information you will
give
the people you need to
communicate with
how you will
communicate it i.e.
activities,
opportunities,
methods, media
Staff meeting face to
face communication
The need for change
and new strategic
objectives
All the staff,
especially fitness
trainers
Staff retreat meeting
Consultation with
stakeholders
To gain their support
and approval for
changes to plan
Stakeholders like
company CEO and
senior management
E-mail
face to face meetings
Written memos
Consultation with
other managers
Get agreement and
consensus on
activities, objectives,
and strategies
Other managers
involved in the project
E-mail
Written memos
Minutes of meetings
Face to face
Involve branch
managers
The need for
streamlining decision
making and
management
Managers of all
branches
E-mail
memos
face to face meetings

The public and
Fitness Australia
Clarifications from
Fitness Australia and
Communicate New
developments t
customers
Staff of Fitness
Australia
Company clients
E-mail
face to face meetings
(Fitness Australia)
Social media
(Customers)
Change Management Project Plan:
New Vision:
To adopt a company wide streamlined and unified management structure that makes use of
management accounting in decision making
Have he best qualified and experienced staff as fitness trainers
Take advantage of opportunities in the environment and interact more with customers through
social media
Key deliverables
Change the management and decision making structure
Have all fitness staff trained and adopt continuous training
Increase customer base and revenues as well as profitability
Procedure:
Use information systems for streamlined management and decision making and manage the
change effectively
Sensitize fitness staff that are not yet qualified on the need for them to get certified and
continuously improve their skills

Adopt social media as a marketing and customer service platform to ensure customer satisfaction
and market the business
Key Areas:
Management structure and style
Staff training and staff skills
Customer interaction and how to identify opportunities in the market
Work Breakdown Structure including schedules, milestones, roles and budget
Risk schedule:

Risk assessment plan
Associated
risk/s Consequence Likelihood Risk level Risk Priority Risk control
Overshooting
budget
High costs that
eat into
envisaged
benefits
High High Very High Use project
management
principles and
stick with
project
schedule
Not achieving
project
objectives
Project
considered a
failure
Medium Medium Very High Effective
project
management
plan
Poor change
management
strategy
Resistance to
change
Objectives not
fully met
High High Very High Stakeholder
involvement
Effective
communicatio
n
Possible barriers:
Barriers to Change Strategies to address barriers
Resistance by branch managers Communication and involvement of other staff
Hostile relations between management and
staff
Effective communication of intended change
Decision making based on assumptions Research widely and make objective decisions
Management mandating change Employee involvement
Poor planning and execution Get right staff for change management and use
project management principles

Procurement schedule - human resources, finance:
Resources method
Human resources Advertising
Finance Getting approval from CEO/ Finance manager
based on approved budget
physical Tendering/ quotations from many suppliers and
choosing most cost effective offer
Communication strategy:
Be done using a stakeholder management plan where stakeholder are identified, their influence
level, and method of communication identified.
Change management process:
Monitoring:

Monitoring and evaluation will be done using the WBS and project plan where milestones are
evaluated and tasks evaluated for being completed on time and within budget. These to be
reported weekly to CEO and identified stakeholders (Cameron & green 2015).
Minutes of the meeting:
Agenda
Initiating change
Getting views fro staff and stakeholders
Change implementation process
Evaluation
Initiating change: manager agree unanimously agreed that the changes were necessary and
advised that CEO support is crucial for its success
It was agreed that the intended change and new vision be communicated to all staff and
stakeholders during a retreat and views obtained from them. The reasons for the changes have to
be explained and have staff take ownership of the change process
The managers advised that the process of implementing the changes be made smooth and follow
the WBS
The managers advised that monitoring and evaluation of progress be done and reports sent to all
stakeholders, including the managers
Approval letter from the CEO:
See Appendix III
Email to the team for the change management Process:
See Appendix IV

Part C – Implement change management strategy You are now half way through your change
management project. You have activated strategies for implementing change and conducted
regular evaluation and review and several things are occurring: It is as you thought: the five
long-term trainers do not think that they need to do any training or get a qualification and have
been expressing anger at having to do it. A number of new exercise professionals who have just
been hired also want to undertake the supported training. This is great but you have not budgeted
for this.
You identified the need to introduce a mandatory safety training module for each Centre as part
of meeting the Code of Practice. This has commenced but many States have not yet got around to
organizing and delivering it, saying they are too busy and there are more important things to do.
1. Identify and respond to the barriers to change according to your risk management plans.
Resistance to Change Response
Resistance to change Involve staff in the changes through
communication and sensitization
Obtain views and input from regional
managers and their staff
Perception of inadequate resources Liaise with CEO and finance manager as well
as regional managers and develop and approve
a suitable budget. Undertake a cost benefit
analysis on why the project is important
Document this in a brief report.
2. Action interventions and activities set out in the project plan according to the project
timetable.

Conversation between you and the Personal trainer to persuade them to undertake the
qualification
(See Appendix V)
Budget for training the exercise professional newly hired
(b) Develop a budget for training the exercise professionals.
Training Cost $
Induction within company by having a retreat
meeting
100
Printing organizational policy for new
professional
25
Visits to all branches to familiarize with
operations and acquaint with other staff
200
Continuing annual training 1800
Safety training program:
c) Develop a timetable for delivery of the safety training module for the Centers that have not yet
implemented it.
Safety Training Program:
Bounce Fitness Australia
(it’s a mandatory training and should be completed by all staff at specified time)
Date:
Venue:
Attendees:
Subject: Safety Training for the Fitness center
Topics covered:

Safe handling of equipment
Safe lifting guidelines for weight training
First aid procedures
Common health concerns in the gym, their symptoms, and what to do
Bounce Fitness Work Place Health and Safety Measures policy
Safety outdoors
handling fire fighting equipment
machine operation to minimize fire hazards
personal safety wear for trainers and clients
Assessment required:
Demonstrate understanding of first aid
Demonstrated safe handling of training equipment
Knowledge of first aid principles
Knowledge of safe handling and lifting guidelines
Understanding of the Bounce Fitness WHSMS
Safe handing of machinery
Correct operation of fire fighting equipment
Approved by:
Change management Manager:
3. Modify the project plan where appropriate to achieve change program objectives.
The staff input when initiating change management will be extended by another week to obtain
input from staff in all branches

References
'Australian Institute of Fitness' (2017). Certificate 3 in Fitness, Fitness Instructor Courses -
Australian Institute of Fitness. [online] Australian Institute of Fitness. Available at:
https://fitness.edu.au/course/fitness-instructor/ [Accessed 25 Nov. 2017].
Berry, S. (2017). Top fitness trends 2017: the digital age and exercise collide. [online] The Age.
Available at: http://www.theage.com.au/lifestyle/health-and-wellbeing/fitness/top-fitness-trends-
2017-the-digital-age-and-exercise-collide-20161103-gsh75j.html [Accessed 25 Nov. 2017].
Cameron, E., & Green, M. (2015). Making sense of change management: a complete guide to the
models, tools and techniques of organizational change. London, Kogan Page.
Janis (2015). Fitness Industry Regulation. [online] Fitness.org.au. Available at:
http://fitness.org.au/articles/latest-industry-news/fitness-industry-regulation/45/464/184
[Accessed 25 Nov. 2017].
Morgan, D. (2012). How will the carbon tax affect your fitness business?. [online] Australian
Fitness network. Available at: http://www.fitnessnetwork.com.au/resources-library/how-will-the-
carbon-tax-affect-your-fitness-business [Accessed 25 Nov. 2017].
Stewart, B. (2017). Sport is more than just a fringe player in Australia's economy. [online] The
Conversation. Available at: http://theconversation.com/sport-is-more-than-just-a-fringe-player-
in-australias-economy-71212 [Accessed 25 Nov. 2017]

APPENDICES
Appendix I: Courses and Training Costs
Course Duration Costs per person
Online training Certificate III in
Fitness
Self paced Between $ 1575 and $
1800
Certificate IV in
Fitness
Self paced Between $ 1575 and $
1800
Combined personal
trainer Option
Self paced Between $ 2900 and $
3400
On campus training Certificate III in
Fitness
16 weeks Between $ 1800 and $
2300
Certificate IV in
Fitness
16 weeks Between $ 1800 and $
2300
Combined personal
trainer Option
24 weeks Between $ 3400 and $
4000
Part Time / hybrid
(Online and On
campus)
Certificate III in
Fitness
Self paced up to 12
months
Between $ 1500 and $
1800
Certificate IV in
Fitness
Self paced up to 12
months
Between $ 1500 and $
1800

Information obtained from (‘Fitess Asutralia’ 2017) and (‘Australia Fitness Academy’ 2017).

Appendix II
[The Change Management Agent/ Project Manager]
[Address] [City] [telephone] [E-mail address]
[Date]
[Territorial Manager]
[Name]
[Company]
[Address]
Dear []
Ref: Change Management Risk management Plan
The above refers; kindly find the risk management plan for the change management process.
Feel free to give your opinions and ideas. You will need to understand it and identify any specific
risks that may apply to your area of operation and take appropriate measures
I look forward to working successfully with you in this process and will seek all your support
and assistance.
Sincerely

[name]

Appendix III
[Name of CEO]
[Address] [City] [telephone] [E-mail address]
[Date]
[recipient name]
[The Change Management Agent/ Project Manager]
[Company]
[Address]
Dear []
Ref: Approval for Changes at Bounce Fitness REF: CAB/Nov/ 2017
Referring to the above, I am happy to note that the change management process you have
proposed is sound enough and manges risks appropriately. The company can absorb such risks
and the budget is acceptable as well. Further, I am happy with your communication plan and
overall approach of managing the change process, including obtaining feedback from
stakeholders.
On behalf of myself and Bounce Fitness, I hereby APPROVE your proposals and the attached
budget. The organization expects you to meet the set targets and deliverables and meet the
objectives of this process. Be assured of my support and the support of the entire organizational
Wish you all the best of luck
Sincerely
[name]

Appendix IV
[The Change Management Agent/ Project Manager]
[Address] [City] [telephone] [E-mail address]
[Date]
[Territorial Manager]
[Name]
[Company]
[Address]
Dear []
Ref: Change Management Process
Referring to the above, I wish to inform you that the change management process for our project
is ready and has been approved by the CEO. As territorial managers, you will play an important
role in ensuring the success of this initiative. Based on the WBS (attached), kindly go through
and familiarize with the tasks. As for your territories, after having our management meeting with
the CEO, you will be required to sensitize your staff and get feedback from them on this change
process, explaining whey the change is needed. I will then communicate to all be e-mail
reiterating your opinions. Further, you will be in charge of overseeing the change as shown
below
Name Region