Leading Change
How to lead change that actually lands: why most initiatives struggle, the emotional journey people go through, a step-wise change sequence, communicating the why, working with resistance, and embedding new ways of working so they stick.
54m
Total time
4
Competency levels
12
Lessons
What you'll learn
- Explain why most change initiatives struggle, and recognise the early warning signs in your own organisation
- Describe the typical emotional reactions to change (the change curve) and support people through each stage
- Apply a step-wise change sequence, from creating urgency through to sustaining the new way of working
- Communicate the "why" of a change so people understand the reason, not just the instruction
- Work with resistance as information — surfacing concerns, involving sceptics and converting valid objections into improvements
- Embed a change into systems, habits and measures so it survives after the project attention moves on
Curriculum
Progress through each competency level in order.
1
Awareness
- 3mWhy Most Change Initiatives StruggleKnowledge
- 3mThe Change Curve: How People ReactKnowledge
- 7mAwareness Check: Change and How People ReactAssessment
2
Knowledge
- 3mA Step-Wise Change SequenceKnowledge
- 3mCommunicating the "Why"Knowledge
- 8mKnowledge Check: The Change Sequence and the WhyAssessment
3
Skill
- 3mWorking With Resistance, Not Against ItKnowledge
- 3mPractice: Plan and Lead a Small ChangeAssignment
- 8mSkill Check: Leading Change in PracticeAssessment
4
Mastery
- 3mEmbedding Change So It SticksKnowledge
- 3mCapstone: Lead and Embed a Significant ChangeAssignment
- 7mMastery Assessment: Change That LastsAssessment
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