Course Description

Syllabus 

Introduction

Welcome to Change Leadership. A constantly changing world requires leaders to know how to effectively lead change. Leaders today are expected to innovate business models and business processes while improving customer and employee experiences in order to remain competitive. All of these initiatives require the ability to navigate change.

The topic of change management is filled with assumptions and theories that can be difficult to apply. Nita Nohria and Michael Beer (2000) assert that at minimum 70 percent of all change initiatives fail because leaders “… lose focus and become mesmerized by all the advice available in print and on-line about why companies should change, what they should try to accomplish, and how they should do it. This proliferation of recommendations often leads to muddle when change is attempted. The result is that most change efforts exert a heavy toll, both human and economic” (p. 133). Leadership is critical in ensuring that change initiatives succeed. 

At the core of a successful change initiative is the ability to engage employees. Leaders today must build trust with team members to intentionally build a learning organization and mitigate perception of negative impacts of change. For any change initiative, leaders need to plan for success and create a compelling vision where those affected can actively contribute and support the change. When leading change, creating multiple opportunities for two-way communication with team members will foster buy-in and commitment. By keeping the lines of communication open and transparent, leaders can recognize the role individual employee values play in team members’ acceptance of, or resistance to, the change initiative and work to foster alignment of those individual values to the organizational values underpinning the change.


Audience

This program is aimed at leaders and frontline managers seeking to build their capacity in change leadership.


Learning Outcomes

By the end of this course, you will be able to:

  • Gain, skills, knowledge and resources to actively contribute to building a learning organization
  • Broaden your understanding of the aspects of leadership theories that have been successful when leading change 
  • Recognize the role and impact of trust and communication with team members when leading change
  • Deepen your understanding of how to support individuals through the change process
  • Better align change initiatives to the roles, values and vision through effective planning and a clear understanding of an organization’s readiness for change


Members

If you have been provided with a Record ID through your organization, please update your profile before enrolling in a course. In order for your certificate to be issued, your profile needs to be up-to-date prior to your enrollment.

If you are having any issues, please contact membershipservices@workwellnessinstitute.org

The Work Wellness Institute is recognized by CPHR AB to offer Professional Development Credits. This program is pre-approved by CPHR AB.

 

Work Wellness Institute

Course curriculum

  • 1

    Change Leadership

    • Introduction

    • Pre-survey

    • Course Material

  • 2

    Section 1: Introduction to Change Leadership

    • Section 1: Introduction

    • Context of Change

    • Quick Check

    • Mitigating Change Initiative Failure

    • Activity: Factors in Failure of Change Initiatives

    • Time to reflect!

    • Section 1: Summary

  • 3

    Section 2: Building a Learning Organization

    • Section 2: Introduction

    • What Is a Learning Organization?

    • Quick Check

    • Time to reflect!

    • Transformational Leadership Theory Supports Employee Motivation

    • Quick Check

    • Transformational Leadership Theory Supports a Learning Organization

    • Time to reflect!

    • The Role of Trust

    • Quick Check

    • Activity: How Do You Build Trust While Leading Change?

    • Time to reflect!

    • Section 2: Summary

  • 4

    Section 3: Plan for Success

    • Section 3: Introduction

    • Organizational Readiness for Change

    • Quick check

    • Define the Vision Clearly and Completely

    • Time to reflect!

    • Encouraging Feedback

    • Time to reflect!

    • Managing the Change

    • Quick Check

    • Communication Plan for the Change

    • Activity: Build You Vision, Project and Communication Plan

    • Time to Reflect!

    • Summary

  • 5

    Section 4: Engage Team Members and Teams Through Effective Communication Strategies

    • Introduction

    • Be Clear on Individual Objectives and Timelines

    • Time to reflect!

    • Quick Check

    • Explore Alignment of Values with Team Members

    • Time to reflect!

    • Connect with Team Members and the Team Regularly

    • Time to reflect!

    • Quick Check

    • Activity: Explore a Team Member’s Reactions, Motivations and Concerns

    • Time to reflect!

    • Section 4: Summary

    • Conclusion

  • 6

    Section 5: Action Steps in the Workplace

    • Action Steps in the Workplace

    • Evaluation survey

    • References