Change Management

Oak Innovation


– 70-page facilitator manual
– Customizable 71-page participant manual
– 54 ready-to-deliver powerpoint slides
– Icebreakers, training games & exercises
– Further reading
– Course evaluation and action plan
– Expert training guides
– Permission to add your own logos
– Use where, when and as often as required
– Instantly available

SKU: CMA Category:


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

Organizations are preparing their employees to better manage change. As a result, we are seeing a greater demand for change management courses.

Oak Innovation offers you the convenience of quality customizable training materials on change management. Plus, the savings that are achieved by not developing all the content from scratch.

So, if you are looking to deliver your own training course on change management, but are not sure where to begin, we’ve done that hard work for you.

Our course materials explore the different types of change that can exist. Plus, the role of communication and why change management initiatives can sometimes fail.

Course objectives

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

– Understand change

– Identify and overcome obstacles

– Understand the impact of change

– Understand the need for an excellent change management process

Course overview

Use these training materials to improve the skills of managers, team leaders, supervisors and front-line staff. The following topics are covered within the slides and manuals provided.

What is Change – Start by exploring the different drivers for change that can exist. Next, discuss the change-adept organisation. And, the various types of change that can exist. For example, incremental, planned and transformational change.

Key Dimensions Of Change – Next, explore different dimensions of change. This includes leader-driven, process-driven, and improvement-driven. Then, examine the change associated with organizational renewal.

Preparing For Change – Start this section by exploring the pressures for change. And then discuss shared visions and actionable first steps.

Why Change Doesn’t Work – Examine why change projects can sometime fail. Next, discuss some the reasons why people can resist change and how to deal with ambiguity.

Why Do We Need More Change Leaders – This section explores how to focus change efforts. In particular, how to fight complacency.

Communicating & Implementing Change – Discuss common mistakes. Next, explore critical control points. And, the need for stakeholder involvement when both implementing and when coping with change.

Extra free training materials

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

    What is change management?

    Change management is the structured approach of understanding, dealing and managing change. And, it requires the application of the right tools and resources. In simple terms, it can be seen as the process of moving from one position or place to another position or place.

    What are the main drivers for change within organizations?

    • Customers
    • Internal processes
    • Employees
    • Economic conditions
    • Competitors
    • Suppliers
    • Technology
    • Culture

    What are the main types of change?

    There are several types of change, each with its own set of characteristics and impact on the organization. Incremental Change The characteristics of incremental change include:

    • Mostly happening
    • Evolutionary
    • Can be planned
    • Can be imperceptible
    • Can be insidious
    • May be culturally driven

    Transformational Change The characteristics of transformational change are:

    • Seldom happens
    • Rarely planned
    • Difficult to control
    • Can be overpowering
    • Can be unavoidable
    • May be necessary to survive

    Planned Change For planned change the characteristics include:

    • Focus is on structures and systems
    • Focus is on implementation & planning
    • Emphasis is on the people involved because organizations don’t change - people change!

    What are the characteristics of a Change-Adept organization?

    • The imagination to innovate
    • The professionalism to perform
    • The climate to collaborate

    What are the main dimensions of change?

    Change occurs along several dimensions:

    • Leader driven change
    • Process driven change
    • Improvement driven change
    • Organizational renewal

    Why do some change projects fail?

    There are several reasons that can doom change from the outset.

    • It’s the wrong idea
    • It’s the right idea but the wrong time
    • The reasons for the change are wrong
    • There is a lack of authenticity
    • Reality is far removed from the promise
    • Bad luck!
    • Poor leader
    • Personal ambition gets in the way
    • People are not ready for the change
    • People get carried away
    • Conflict resolution takes too much energy

    What do some people resist change?

    People resist change because it is usually seen as

    • Disruptive
    • Unwelcome
    • Intrusive
    • Increasing workload
    • Lack of trust
    • Misunderstanding of the purpose
    • Peer pressure
    • Differing assessments of the situation
    • Previous bad experiences
    • Inertia
    • Change weariness
    • Fear
    • Ego

    Why do we need change leaders?

    Change Leaders are required in any change process to:

    • Focus the change effort
    • Set the direction of the change. Define the organizational aspects
    • Provide consistency

    What behaviours will exist after a poorly managed change project?

    Poorly managed change will result in GRASS:

    • G - guilt, managers feel guilty for letting people go
    • R - resentment, anger builds up
    • A - anxiety, people try to hold on to the past.
    • S - self-absorption, people focus on themselves
    • S - stress, resulting in illness, loss or productivity etc.

    What are some of the fundamental reasons why change projects don't succeed?

    • No powerful guiding group
    • No vision
    • No communication of the vision
    • No short term wins
    • Victory declared too soon
    • No deep rooted change in the culture
    • Complacency

    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.

    Bonus free training course materials available

    You will also receive the following free training guides:

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

    Get Every Course We’ve Ever Created – Limited Time Offer

    Massive savings when you order all our training course materials.

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    Customer stories

    “Time is money — we all know that. And as coaches, our billable time is worth a lot of money, but program development time is not. For a once off cost per training pack, you’ve saved coaches countless hours of program development time. Plus, because of the high-quality of your materials, you make us look good!

    What you are offering for coaches is remarkable. Thank you! Thanks, also, for letting us customize the programs with our own logos, taglines, etc. Your spirit of generosity is greatly appreciated.

    Well done. You’ve put a lot of work into this and I am thrilled to see the result. All the Best.”

    Sylva K. Leduc, MEd (Psychology), MPEC
    Master Personal & Executive Coach
    SAGE Leaders

    “While managing a team of in-house facilitators at a large company, I first discovered Oak in 2004. We purchased several training products from his company and were very pleased with the quality and price. Later, I purchased his entire portfolio of training content and still use them to this day. I must say, I was reluctant at first to do business with someone out of the USA as one is never sure of the integrity of the business. I can say, without reservation, Oak delivers what is promised and has consistently provided excellent customer service. If you’re considering Oak and still a bit iffy about purchasing from oversees. I’ll be glad to share my positive experiences regarding this company.”

    Lorretta Thirtyacre
    Principal Talent Management and Organization Development
    Exelon Generation

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