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Key details

Mode of delivery: Classroom-based

Course code: LCM29A

Duration: 10 days

Fee: £8,405.00 + VAT

CPD Hours: 60

Course Overview

This Change Management course is designed for professionals responsible for leading, managing, or enabling organisational change—whether from an internal leadership role or as part of a change support function such as HR, L&D, strategy, or transformation. The programme equips participants with a clear framework for diagnosing, managing, and embedding change in ways that are practical, people-centred, and resilient to disruption. Participants begin by building a foundation in strategic change. In Week 1, they focus on diagnosing the need for change, understanding its drivers, and designing clear, structured approaches to manage it. Through a mix of analytical tools and team-focused exercises, they define what effective change looks like in their context. They work through mapping stakeholder needs, identifying systemic issues, and translating strategy into action. This week also explores leadership roles during change and how individuals can act as visible, credible agents of transformation.

Week 2 shifts the lens toward sustaining change through people, culture, and resilience. Participants explore how to manage resistance, maintain momentum, and build agility across teams. The sessions focus on organisational behaviour, shifting internal perceptions, and aligning culture with new strategic directions. Practical modules help them navigate conflict, create psychological safety, and shape the interpersonal habits that enable long-term change. They also explore how to design and communicate change strategies that engage people at every level of the organisation. The programme concludes with a review and action planning session to support participants in applying what they’ve learned to their own organisational challenges. By the end of the course, participants will be equipped with the tools, frameworks, and confidence to lead change that is structured, sustainable, and aligned with both business and human needs.

Agenda

Day — 1 Understanding and Diagnosing the Need for Change

Definition of change management
Root causes and triggers for change through data and stakeholder insight
Focus change efforts

Day — 2 Managing the Change Management Process

Lifecycle of the change process from design to execution
Roles and responsibilities mapping
Translate strategy into action

Day — 3 Being an Agent of Change

Traits and behaviours of effective change leaders
Change resistance patterns and adaptation cycles
Crisis as a catalyst for leadership and change

Day — 4 Building Resilience and Agility Against Resistance

Resistance and conflict management approaches
Team resilience in times of disruption
Agility frameworks for decision-making and adaptation

Day — 5 Weekly Review

Summary and recap of key learning objectives
Action Planning

Day — 6 Organisational Culture and Behaviour

Culture vs climate in organisational change
Internal perception shifts and behavioural alignment
Drivers of trust, collaboration, and accountability

Day — 7 Change Management Strategies

Shifting business priorities and strategic realignment
System-wide impact analysis of change initiatives
Revolutionary vs incremental change approaches

Day — 8 Establishing Effective Professional Relations

Emotional intelligence and workplace influence
High-impact business habits and routines
Principles of amiability and collaboration under pressure

Day — 9 Building resilience and strong leadership to embed change and sustain a Positive organisational Culture.

Techniques for developing resilience within teams and leaders during change.
Leadership behaviours that support long-term cultural transformation.
Strategies for embedding change and maintaining momentum to ensure lasting organisational impact.

Day — 10 Course Review

Summary and recap of key learning objectives
Action Planning

Post-Course

Six (6) x hour-long Executive Coaching sessions at monthly intervals following Course Completion

Target Audience

This Change Management course is suitable for:

Senior Leaders and Executives
Change Management Professionals
HR and organisational Development Managers
Business Leaders and Department Heads
Culture and Engagement Specialists
Leadership Coaches and Mentors
Strategic Planners and Decision Makers
Project and programme Managers
Talent and Workforce Development Teams
Business Consultants and Advisers involved in transformation initiatives.
Team Leaders and Managers involved in change projects.
Employee Experience and Culture Managers
organisational Psychologists and behaviour Specialists
HR Business Partners and Internal Consultants

Learning Outcomes

By the end of this Change Management course, you will be able to implement a successful strategy that enables you to:

Understand the definition of change management and its importance.
Identify root causes and triggers for change using data analysis and stakeholder insights.
Focus change efforts on areas with the greatest impact and feasibility.
Understand the lifecycle of change, from designing to implementing and sustaining.
Map roles and responsibilities to facilitate smooth change processes.
Translate strategic goals into actionable change initiatives.
recognise traits and behaviours of effective change leaders.
Identify patterns of resistance and understand the cycles of organisational adaptation.
View crisis situations as opportunities to lead and drive change.
Apply approaches to manage resistance and resolve conflicts during change initiatives.
Foster team resilience to maintain performance and morale during disruptions.
Employ agility frameworks to enhance decision-making and rapid adaptation in changing environments.
Distinguish between organisational culture and climate and understand their roles in change processes.
Facilitate perception shifts and promote behavioural alignment within teams.
Understand the key drivers that foster trust, collaboration, and accountability in the workplace.
analyse and respond to shifting business priorities through effective strategic realignment.
Conduct system-wide impact analysis to assess the scope and effects of change initiatives.
Evaluate when to implement revolutionary versus incremental change approaches for maximum effectiveness.
Use emotional intelligence to influence and build rapport in the workplace.
Develop and sustain high-impact habits and routines that boost productivity.
Understand principles of amiability and collaboration to maintain strong teamwork under pressure.
Implement techniques for building resilience within teams and leaders during periods of change.
Demonstrate and promote leadership behaviours that support sustainable cultural transformation.
Develop strategies that embed change effectively and sustain momentum for long-term organisational success.