Explore why change matters and how individuals and organizations respond by learning proven strategies to navigate transitions successfully.
This course provides a comprehensive understanding of the purpose of change within organizations, the psychology behind its impact on individuals, effective change management strategies, and planning for successful change implementation. Participants will develop the knowledge and skills necessary to navigate organizational change and participate in successful transformation initiatives.
Target Audience
This course is appropriate for employees who are not currently in a position of leadership. This includes people who aspire to leadership positions in the future, have been identified as potential leaders, or anticipate moving into a leadership position within the next five years.
This course includes:
- 1 day of live, project-based training from experts
- Proprietary workbook included
- Verified digital certificate of completion
- Learn at an accredited institution
- Credits: 0.6 CEUs
- Small class sizes
What You'll Learn at a Glance
- Analyze the mission, vision, and goals of an organization.
- Apply key principles in customer relationship management.
- Analyze strategies for problem solving and decision making.
- Compare the concepts of efficiency and the effectiveness of work.
Course Syllabus
Module 1: What is Organizational Change?
- Define organizational change and why agencies evolve across structure, strategy, policies, procedures, technology, and culture.
- Differentiate planned versus emergent change and the role of organizational change management.
- Identify internal and external forces driving change and connect change to mission, vision, and strategic goals.
- Discuss benefits of change, including relevance, innovation, skill development, and improved morale.
Module 2: How Does Change Impact People?
- Explore typical emotional responses using the Kübler–Ross Change Curve (denial → acceptance) and related productivity effects.
- Recognize root causes of resistance (e.g., low trust, uncertainty, self-interest, lack of know-how or urgency).
- Compare reactions—active/passive resistance, compliance, and advocacy—and their workplace implications.
- Create personal strategies to embrace change for professional growth.
Module 3: What Does Successful Change Management Look Like?
- Explain why structured change strategies are needed and why many initiatives fail.
- Survey process-focused and people-focused models (Kotter, Lewin, PDCA, McKinsey 7S; ADKAR, Nudge, Satir, Bridges, Change Curve, Maurer).
- Identify common obstacles (employee/middle-management resistance, weak sponsorship, poor leadership, inadequate planning).
- Apply mitigations: clear communication, participation, strong sponsorship, training, metrics, and continuous improvement.
Module 4: How Can a Leader Successfully Manage Change?
- Avoid common leadership pitfalls (vague rationale, one-way messaging, leader invisibility, underestimating impact).
- Develop leader qualities that drive positive results: vision, communication, empathy, adaptability, decisiveness, integrity, accountability, collaboration, resilience, and continuous learning.
- Design a change communication plan using the 5Ws plus WIIFM/WDIMTM.
- Use two-way, multi-channel communication: prepare for resistance, listen to feedback, encourage participation, and reinforce key messages.
