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Course overview
What is Change Management, really?
Think of Change Management as the captain of a ship sailing toward a new land: ensuring everything stays on track, and that the crew is safely on board & supported in the midst of occasionally alarming circumstances. Change management is a systematic approach to an organisation’s transition or transformation goals, processes, or technologies. It highlights how the advantages of a change outweigh the challenges of implementing it – and that results in more buy-in.
Change Management is for anyone interested in understanding the principles of achieving successful organisational change and how to implement this change, as you will learn specific techniques to ensure a smooth transition during change initiatives while providing full support to the business and its people.
Job outcomes
- Business Change Manager
- Change Manager
- Change Coordinator
- Organisational Change Manager
- Operational Line Manager
- Transformation Change Manager
Recognition
Study method
- Online
- Blended
- In-class
Awards
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Duration study load
- Change Management Foundation: 10-20 hours
- Change Management Practitioner: 20-30 hours
Entry requirements
There are no formal prerequisites to study this qualification
Course features
Change Management Foundation
- Consultation with a Career Consultant to corroborate your course choice
- Unlimited, 3-month access to the Change Management Foundation Course
- Official Change Management Foundation Exam
Change Management Practitioner
- Consultation with a Career Consultant to corroborate your course choice
- Unlimited, 3-month access to the Change Management Practitioner Course
- Official Change Management Practitioner Exam
- Certified Tutor to provide assistance with course queries
- Access to a full Support Team for assistance with examination, notes, and study queries
- A professional, Project Management-oriented CV rewrite*
- A LinkedIn profile overhaul to maximise your new networking opportunities*
*Value-added service that can be added at an additional cost
Assessment
The Change Management Foundation is assessed and awarded by means of an examination. This exam comprises of 50 multiple-choice questions (meaning you will have to select your answers from the options you are provided with). Your exam will be 40 minutes long, and you will be required to score 50% (25 out of 50) or higher in order to pass. This is a closed-book exam.
The Change Management Practitioner is assessed and awarded by means of an examination. This exam is objective and comprises of 4 questions with 20 points to be awarded for each question. Your exam will be 2.5 hours long, and you will be required to score 50% (40 out of 80) or higher in order to pass. This is an open-book exam, and so you will be able to make restricted use of The Effective Change Manager’s Handbook should you wish.
Who's it for?
For aspiring and practising Change Management professionals
Subjects
The Change Management Context: two models of individual change will be examined in this subsection – the Elisabeth Kübler-Ross change curve and Bridge’s stages of transition. We will cover how individuals can be motivated in different ways, education and learning support for individuals, as well as different personality types and their implications for change.
The aim of this syllabus area is to show how organisations can be classified and how ways of working are developed. There are also insights on how to apply change tactics to different scenarios and the various individuals within the organisation that are required to make change a success.
Stakeholder engagement is pivotal to the whole process of effective change. The ability to engage with people, and to engage with them often, is correlated with more effective change. People engagement is the ‘pull’ competence through which much else is contextualised and framed in change management leadership.
Change Management Practices involve understanding the potential impact of changes and ensuring that an organisation is prepared and ready to manage those changes effectively. This includes assessing the readiness of employees and stakeholders, as well as developing strategies for communicating and implementing changes in a way that minimises disruption and maximises benefits.
This refers to the impact of change on individuals within an organisation. It includes how individuals may react to and adapt to changes in their roles, responsibilities, or work environment.
This refers to the impact of change on the organisation as a whole. It includes how the organisation may need to adapt its structure, culture, or processes in order to achieve its goals and objectives.
This refers to the importance of effective communication and engagement with stakeholders during a change process. Stakeholders may include employees, customers, partners, and other groups that are affected by the change. Effective communication and engagement can help to build support for the change and ensure that it is implemented successfully.
This refers to the methods and techniques used to plan, implement, and manage change within an organisation. It may include techniques such as change management, project management, and stakeholder engagement. Change practice is an ongoing process that helps organisations to adapt and evolve in response to changing business needs and external factors.
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