Gain the skills to lead hybrid and remote teams with clarity, trust, and engagement. Learn practical, foundational skills that are perfect for a host of different professional contexts.
This course provides a comprehensive understanding of change dynamics and their impact on individuals and organizations. Participants will analyze the reactions to change and tolerance for change, as well as develop the skills necessary to lead effective change management strategies.
Target Audience
This course is appropriate for employees who are new or recently promoted into a position of leadership. This includes people who are in the process of taking on a new role or have been in a position of leadership for three years or less. These positions of leadership can be formal or informal, but they involve leading others whether as a supervisor, manager, project manager, or team lead.
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 change and its impact on people and organizations.
- Analyze reactions to change and tolerance for change.
- Utilize change management strategies.
- Analyze the connection between communication and change.
Course Syllabus
Module 1: Change and Its Impacts
- Define the process of change in work settings and why leaders must adapt in a VUCA environment.
- Identify internal and external sources of change and distinguish adaptive vs. transformational shifts (see “Sources of Change” table, PDF p. 10).
- Predict positive and negative outcomes of change for people, processes, and performance.
- Describe common stages of change and how they unfold in organizations.
Module 2: Change Reactions and Tolerance Levels
- Recognize typical reactions to change (e.g., shock, denial, anger, testing, acceptance) and their impacts at work.
- Assess personal change tolerance using the Change Readiness traits (resourcefulness, optimism, adaptability, etc.).
- Gauge others’ tolerance levels to tailor support and engagement strategies.
- Apply leader responses that match reactions (e.g., listen/empathize, stand firm, provide training, give space).
Module 3: Utilizing Change Management Strategies
- Survey core models and when to use them, including PDCA/Deming (process-focused) and ADKAR (people-focused).
- Plan and pilot change, manage resistance, and provide knowledge, ability, and reinforcement for adoption.
- Evaluate effectiveness with goals, scope coverage, leadership/employee adoption, and outcome metrics.
- Report status to stakeholders via appropriate formats (verbal, written, presentations, standard reports).
Module 4: Analyzing the Connection Between Communication and Change
- Explain how strategy relies on clear, consistent communication to drive change.
- Create a communication plan using What/Who/When/How and reinforce messages (“say it 7 times”).
- Discuss change before, during, and after initiatives to build buy-in, surface concerns, and capture lessons learned.
- Select channels and timelines that sustain transparency and engagement across the change lifecycle.
