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Course Outline
Module 1 – Understanding Change Dynamics
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Lecture: Overview of change management frameworks (Kotter’s 8 Steps or ADKAR Model) and their practical application in business. Explore the difference between change and transformation.
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Discussion / Q&A: How has change impacted your organization in the past 2 years? What worked and what didn’t?
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Practice: Case study analysis of a multinational company’s failed change initiative—identify root causes of resistance and missed opportunities.
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Expansion: Assign participants to map recent changes in their organizations using the ADKAR model for later review.
Module 2 – Building the Business Case for Change
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Lecture: Crafting a compelling vision and linking change to strategic objectives. Measuring ROI for change initiatives.
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Discussion / Q&A: What key drivers make change urgent in your industry right now?
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Practice: Group activity to draft a one-page “Change Charter” for a hypothetical merger scenario, including vision, objectives, and key benefits.
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Expansion: Encourage participants to refine their real-world change charters after the session using stakeholder feedback.
Module 3 – Leading People Through Change
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Lecture: The psychology of change—understanding resistance, emotional reactions, and motivation. Strategies for fostering trust and engagement.
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Discussion / Q&A: Share examples of resistance encountered in your leadership role and how you addressed it.
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Practice: Role-play activity where managers must communicate a significant policy change to a skeptical senior team.
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Expansion: Recommend journaling on communication styles used in change scenarios and testing alternative approaches.
Module 4 – Stakeholder Mapping and Influence
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Lecture: Identifying stakeholders, analyzing influence and interest, and creating tailored engagement strategies.
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Discussion / Q&A: Which stakeholder group is hardest to win over in your organization and why?
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Practice: Participants create a stakeholder influence map for an organizational digital transformation project.
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Expansion: Suggest conducting stakeholder interviews post-training to validate assumptions and refine influence strategies.
Module 5 – Sustaining and Embedding Change
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Lecture: Institutionalizing change through governance, performance metrics, and cultural alignment. Avoiding regression to old habits.
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Discussion / Q&A: How do you ensure new behaviors stick beyond the initial implementation phase?
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Practice: Teams design a 90-day sustainment plan for a completed change initiative, including reinforcement activities and success indicators.
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Expansion: Assign participants to implement one sustainment technique within their own teams within the next month.
Module 6 – Integrating Learning into Real Projects
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Lecture: Synthesizing the day’s learning into actionable steps.
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Discussion / Q&A: Which tools and strategies from today can be applied immediately in your role?
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Practice: Participants draft a personal action plan for an upcoming or current change initiative, detailing next steps, stakeholder actions, and success measures.
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Expansion: Recommend peer accountability partnerships to review progress at 30, 60, and 90 days post-training.
Requirements
- Minimum of 2 years in a managerial or leadership position.
- Previous experience in leading teams or projects.
- Basic understanding of organizational strategy and operations.
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Access to an ongoing or upcoming organizational change initiative (preferred, for direct application during exercises).
Target Audience
- Senior managers, department heads, and executives responsible for strategic decision-making.
- Leaders in industries undergoing transformation such as technology, finance, manufacturing, healthcare, and professional services.
- Project directors, transformation leaders, and innovation managers tasked with implementing cross-functional change initiatives.
7 Hours
Testimonials (1)
The interactive sessions, debates and getting to use actual examples for the session
