Change Management


Course Name

Change Management

Course Code


Number of Contact Hours

15 hours

Credit Hours

1 Credit Hour

Duration and Frequency

  • 5 sessions 
  • Each session = 3 hours
  • Frequency: daily Monday to Friday
  • Duration: 1 week

Mode of Delivery

  • Online/ On Campus/ Hybrid 


Professional Development – 

C – Management and Leadership


Change is a constant in many of our lives. 

All around us, technologies, processes, people, ideas, and methods often change, affecting the way we perform daily tasks and live our lives. 

Change Management Training is important in today’s professional world as organisational change is more the norm rather than the exception. More than ever, work roles and organisations are in a state of flux with changes in structure, re-deployment, return to work, redundancy and personal crisis. Hence it is important to understand the change management process and learn some important change management tools.

This Change Management course will give any leader tools to implement changes more smoothly and to have those changes better accepted. This workshop will also give all participants an understanding of how change is implemented and some tools for managing their reactions to change

The course will provide leaders and managers with clear insights on how to effectively motivate people through corporate culture or organisational change. It will equip them with some effective skills and knowledge for managing and communicating change.



This course aims at helping the participants to have:

  • An appreciation of the impact of organisational change on people

  • Identified ways they can positively lead and motivate people through cultural or organisational change

  • Developed skills for effectively communicating change


  • Identified ways they can help team members cope with change



This course aims at teaching participants to:

  • Accept that there are no normal or abnormal ways of reacting to change, but that we must start from where we are.

  • See change not as something to be feared and resisted but as an essential element of the world to be accepted.

  • Understand that adapting to change is not technical but attitudinal. Change is not an intellectual issue but one that strikes at who you are.

  • Recognize that before we can embrace the way things will be, we must go through a process of grieving, and of letting go of the way things used to be.

  • See change as an opportunity for self-motivation and innovation.

Identify strategies for helping change be accepted and implemented in the workplace.



What is Change?

To begin the day, we will discuss some basics of change, including definitions and examples.


The Change Cycle

During this session, we will explore the three phases of William Bridges’ change cycle through lecture and small group work.

The Human Reaction to Change

This session will look at Daryl Conner’s interpretation of the human response to change through lecture and small group work.


The Pace of Change

We will look at how different people react to change in different ways and at different times through a lecture and a case study.


The Pyramid Response to Change

We will examine how employees, middle management, and upper management are affected by change.

A Four Room Apartment

This session will look at change using Claes Janssen’s four room apartment model.


Dealing with Resistance

During this session, we will examine the three keys to successful change. 


Adapting to Change

This session will discuss how to become resilient to change through a lecture, personal case studies, and small group discussion.


Strategies for Dealing with Change

Now that we have looked at change using a number of models, we will look at five strategies that can help you deal with change.


Managing Anger

Change often makes people feel angry. We will look at some ways of dealing with our own anger and the anger of others through lecture and small group work.


Managing Stress

Change can also make people feel stressed. During this session, we will look at some stress management and relaxation techniques.


Feedback Given to Participants in Response to Assessed Work 

  • Individual written feedback on coursework
  • Feedback discussed as part of a tutorial
  • Individual feedback on request
  • Model answers 


Course Textbook

Implementing Change: Patterns, Principles, and Potholes, 4th Edition

Gene E. Hall, University of Nevada, Las Vegas

Shirley M. Hord, Ph.D., Southwest Educational Development Laboratory



Developmental Feedback Generated Through Teaching Activities

  • Feedback is given at presentations and during tutorial sessions
  • Dialogue between participants and staff in tutorials and lectures



The course grade will be based on a final project presented by the participant and graded by the instructor. Participants much achieve a passing grade of 70% or more to be awarded a certificate of completion of the course.