This course aims to provide an opportunity for participants to articulate and challenge their models of leadership and management in the context of organizational change, critically evaluate the current literature, theories and models of organizational change and leadership, assist participants in undertaking a diagnosis of their reactions to change and transition on both a personal and organizational level and the impact this has on how they lead and manage change, provide a starting point for participants to undertake a self-directed learning project in the area of leading and managing change, explain the relevance of a range of change management approaches and models to a variety of situations where appropriate, analyze and assess current situations in organizations, to determine whether change is required.

  • Understanding, Planning and Managing Change
    • Defining Change
    • Defining Change Management
    • Defining Organizational Change
    • Typology of Organizational Change
    • Approaches to understanding and gauging the intensity of change
    • The importance of change agents to the transformation process
  • Models and Strategies for Managing and Leading Change
    • Leadership and organizational change
    • Management adaptation to change situations
    • Evaluating change: Lewin’s force field analysis
    • Preparing and planning for change
  • Understanding and Dealing with Resistance to Change
    • People and Organizational Change
    • Why people resist change?
    • How employees adapt with organizational change
    • Stages people go through when resisting change
    • Managing the Dynamics Associated with Change
    • Risk Management and Organizational Change
  • Communicating Change
    • The Importance of Communicating Change
    • Components of an effective change communication plan
    • How to communicate change effectively: before, during and after the change process
    • Dos and don’ts when communicating change
  • Key Factors in Making Organizational Change Happen
    • Understanding organizational culture
    • Types of cultural change
    • Common mistakes when transforming existing culture
    • 20 steps to sustaining change in the corporate culture

By the end of the course, participants will be able to:

  • Apply their newly gained competence in anticipating change and in dealing with it more effectively
  • Defend the link between leadership and change, and the models available for management and change agents, and leverage this relationship to properly plan for upcoming transformations
  • Implement ways to reduce or eliminate resistance to change and transformation initiatives in order to achieve the goals desired
  • Plan and execute communication related to change in a way that contributes to success
  • Explain the limitations imposed by existing cultures and unravel ways to effectively reduce or overcome them in a competent and professional manner


  • Middle-level Managers and;
  • all professionals who are reports directly to decision makers or who desire to gain mastery of managing and influencing their superiors decisions