Change Leadership

Oak Innovation


SKU: CLA Category:


How to get change leadership training materials that will save you time

Creating amazing change leadership training materials from scratch isn’t easy.

But you probably knew that already.

So let’s talk about how you can get change leadership training materials.

Great content is all about relevance

It goes without saying that leaders must be able to manage and lead a change initiative.

Yet, all too often, many leaders find themselves knee-deep within projects without any training themselves.

Why? Because in many companies it isn’t the done thing to train leaders.

However, if you are ready to deliver courses to exisiting or future leaders then you will need to provide them with valuable and relevant content.

On top of that, you’ll need to know what your audience actually needs to know about leading change projects.

Plus, there’s no denying that you will need to offer a consistent training course while accepting that your audience may have different levels of experience, different backgrounds and even different expectations. Not only will this ensure better engagement but it will also mean that training slides, participant manuals, exercises, and tests will all combine together seamlessly.

When your audience explores one part of this course, they won’t feel like they out of their depth. Instead, everything will merge together towards an identified learning objective.

With these course materials, you will be able to provide your audience with a better understanding of change leadership. Doing so will also help your audience learn how they can lead and participate within change projects.

Use the content to also discuss how to manage a change project. And, outline the steps required for these change projects to be successful.

Course overview

20th Versus 21st Century Organizations – As part of your delivery, use the content to explore what is change. Highlight the importance of diagnosing the need for change. Next, establish the importance of re-balancing the equilibrium. Then, share the need to examine both driving and restraining forces. End this section by discussing the critical tactics of unfreezing, transition and re-freezing.

The New Change Leader – For best results, use the materials provided to focus on the need for change. And, how to identify issues and potential consequences. From this, it will give you plenty of opportunities to discuss how to develop solutions. For your audience, they will also discover how to choose an appropriate vision.

Sharing The Vision – Using the course materials to guide your discussions, start this section by exploring the components of obtaining participation, education, commitment and involvement. Move on then to stress the importance of facilitation and support. Next, examine aspects like negotiation, agreement, manipulation and co-option. And, end this section by outlining the factors of implicit and explicit coercion.

Trust – Trust levels for change leaders is something that leaders should always keep in mind. Use the content in this final section to look at building trust and balancing power. End the course by exploring steering and delivering change projects.

Course objectives

Upon completion of this course in change leadership, your participants will be able to:

Understand change within the organization

Appreciate the key steps in effecting change

– Obtaining participation

– Leading a change project

– Creating a vision

Understand how to create a change vision

– Formalizing the need for change

– Identifying issues and potential consequences

– Choosing the appropriate vision

– Formalizing the vision

– Getting the necessary participation

– Leading the change process

– Working with teams

– Balancing power

What you get

Leverage these course materials to deliver a compelling and relevant change leadership training course.

  • 83 page facilitator manual
  • 63 page participant manual
  • powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

What free training materials are also available

You will also receive the following free training guides:

  • Training icebreakers
  • How to select training materials
  • Training games
  • How to increase participation
  • Learn to improve your questioning skills
  • How to improve your listening skills
  • Learn how to deal with difficult people
  • How to evaluate training courses

Frequently asked questions from change leadership training courses

What is the difference between change management and change leadership?

Change management is the process or steps involved in creating and keeping a change initiative under control.

And, change leadership are the characteristics of those leading change projects. Ultimately, it is these characteristics that are essential. Change leaders enable the sharing of the vision for change. Plus, they are central to influencing and encouraging others to participate within change projects.

What skills must a change leader possess?

All change leaders must be able to:

  • Formalize an appropriate vision
  • Obtain participation
  • Lead the change process
  • What internal and external questions will determine a need for change?

    The questions below will determine a need for change:


    • How can we change the way we do things?
    • Where can we save money?
    • How can make more money?


    • What market conditions prevail?
    • How can we enter new markets or maintain our existing position?
    • Who are our main competitors?

    What are the steps involved in creating a vision of change?

    One of most important aspects of change leadership is the ability to create a vision for change. Typically, this involves the following steps:

    • Create a vision for the organization
    • Formalize the need for change
    • Identify issues and potential consequences
    • Develop alternative solutions
    • Choose the appropriate vision
    • Formalize the vision

    What questions should a change leader ask before they embark on a change process?

    Here are some of the most important questions to ask:

    What is leading the change?

    • Economic Pressures
    • Technology
    • Customer Satisfaction
    • Or something else completely

    What is the purpose of the company?

    • What key result areas are desired?
    • What is the future of the company?
    • Do we have a vision statement that exactly captures the future of the company?

    What techniques can a change leader use to overcome resistance?

    Resistance to change and low participation rates can be a sign that change project may be at risk. In this situation, a change leader will have to explore a range of techniques to get a change project back on track. These techniques include:

    • Education and communication
    • Participation and involvement
    • Facilitation and support
    • Negotiation and agreement
    • Manipulation and cooptation
    • Implicit and explicit coercion

    What are the emotional reactions to change that a change leader will need to deal with before change is accepted?

    Change is a permanent feature of all companies. However, we all can have different emotional responses when change is announced and introduced.

    Remember, just because someone is at a different stage in this process, it does not mean that they are against the change project. It could be just that they just haven't reached the accpetance stage yet.

    The main emotional reactions to change that a change leader will experience include:

    • Paralysis - inaction and avoidance
    • Denial - this is not happening to us
    • Anger - we must not let this happen
    • Bargaining - maybe we can bargain and get a different type of change
    • Depression - it is not going away
    • Testing - perhaps it is worth trying
    • Acceptance

    How can a change leader do to build trust?

    Gaining trust within change projects and initiatives can be a constant challenge for change leaders, especially when they have less experience. The following positions will help encourage trust:

  • Honesty
  • Openness
  • Consistency
  • Understanding that mistakes are part of the process
  • Who should be on a change leadership team?

    The membership of a change leadership is pivital in determining the success of a change project. Membership should include:

    • Senior leadership
    • Senior leadership team members
    • Budget officer
    • Project coordinator
    • Implementation team leader
    • Implementation team members

    How will these training materials help you instruct your learners to participate within a change leadership process?

    These course materials will help your participants be prepared to participate with a change leadership process. This course will help your participants to overcome any concerns that they may have.

    Can I edit the content and add my own company logo?

    Yes. You can now add your own logo's and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when and as often as needed.

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