Organization Change Management ACMP-CCMP & ADKAR (12 PDUs)

Lead the creation of an organizational change management office under the global project management office, defining the team, structure, and roles for a six-month change initiative.

Understand the change management framework, its purpose, and the structure of the approach. Identify major roles and responsibilities and the relationships between change, the organization, and project management.

Explore the change management process from evaluating impacts to benefit realization, define scope, engage leadership, plan and execute, monitor progress, sustain change, and measure success.

Explore differences between project driven and organization driven change, their scopes, timelines, and leadership roles, and learn how alignment and change management sustain strategic organizational goals.

Learn how organizational change and individual change interrelate, considering culture, priorities, fatigue, and agility, supported by sponsorship and coaching to align new roles and a change management department.

Explore how change management and project management align, integrate, and deliver sustained benefits by coordinating technical delivery with people adoption, risk management, and shared goals across milestones.

Identify the five major types of organizational change: restructuring, re-engineering, mergers and acquisitions, strategy change, and cultural change, and understand their internal and external triggers.

Identify the key roles in change management, from practitioners and leaders to sponsors and change agents, and learn to align resources, training, and stakeholder engagement.

Learn the change management framework, its process and roles, the relationship to organization and project management, five major change types, and the steps to deliver change.

Evaluate the change impact and organizational readiness within the change management framework, define the change, and determine why it is required to prepare the strategy for the change initiative.

Identify the five major types of organizational change—restructuring, re-engineering, mergers and acquisitions, strategy change, and cultural change. Understand their impacts on jobs, reporting lines, and behavior.

Develop a clear vision and set SMART goals, objectives, and success criteria aligned with organizational values and strategy, with vision statements, KPIs, and a baseline to measure adoption and ROI.

Identify and assess change sponsors, define their commitment and roles, and secure top management support through structured interviews to ensure successful change delivery.

Identify and analyze stakeholders affected by a change initiative, prioritizing their influence and impact, and tailor engagement, communication, and training plans using a power grid.

Learn to perform an organization-wide impact analysis by defining the change, identifying stakeholders, and evaluating impacts on processes, people, technology, culture, and policies to drive a smoother transition.

Align the change with organizational strategy and vision, assess inputs and outputs, and flag misalignment like Slice of Sports cost leadership versus product innovation.

Assess external factors outside the organization to shape change strategy, using the business case, vision, and strategic plan to develop an external environment impact assessment as a risk input.

Assess organizational culture to tailor change management strategies using core values, behaviors, and feedback. Determine alignment with planned change to guide implementation and risk management.

Assess organizational readiness and capacity for change by evaluating culture, past change experience, resources, and leadership alignment.

Identify affected employees and determine their training and communication needs during a change, assess learning capabilities, channels, and risks to plan learning and development and budget.

Identify and assess risks and opportunities in a change initiative using stakeholder, impact, cultural, and capacity inputs. Mitigate resistance, leadership gaps, and scope creep to sustain momentum.

Define the change, set goals and success criteria, and assess readiness and impact on sponsors and stakeholders; align with strategy, consider external factors, and plan training, communication, and risk management.

Apply a structured approach to change using proven change theories and methodologies, evaluate the change impact and organizational readiness, and learn to select and combine major theories to deliver change.

Apply Levene's three-stage change model—unfreeze, transition, and refreeze—to prepare, implement, and embed organizational change with leadership support, training, and clear communication.

Apply the McKinsey 7-S model to assess and align seven internal factors—strategy, structure, systems, skills, style, staff, and shared values—for effective organizational change and future design.

Apply Kotter's eight-step model to lead change, establishing urgency, a guiding coalition, and a vision, then communicate, remove barriers, celebrate short-term wins, sustain momentum, and embed culture.

Explore the adkar change management model, focusing on awareness, desire, knowledge, ability, and reinforcement, and learn how to assess current state, plan, implement, monitor, and sustain organizational change.

Explore how nudge theory shapes change initiatives by presenting choices cleverly, using defaults, framing, and feedback to subtly guide employee behavior while ensuring ethical considerations.

Apply the bridges transition model and kubler-ross theory to map employees' emotional responses to change, from shock to acceptance, and deploy empathetic strategies to sustain productivity.

The Satire change model outlines five stages: late status quo, resistance, chaos, integration, and new status quo, describing how people feel and react to change and how to support employees.

Select the optimal change methodology by assessing organizational culture, type of change, leadership style, resources, and stakeholders, then tailor or combine methods for a flexible, value-driven implementation.

Compare ATCA, Levene's, McKinsey Seven's model, Kotter, Bridges' transition model, and nudge theory. See how each fits change phases and informs method selection.

Adkar and acmp alignment combines individual change and organizational change to create a holistic program integrating leadership, communication, stakeholder engagement, training, and measurement.

Compare major change management methodologies, assess suitability for your organization, and select the optimal approach. Apply a hybrid of theories and define your change management strategy.

Define and develop a change management strategy that prepares the organization for impacts, engages stakeholders, secures sponsorship, trains employees, and builds communication and benefits realization plans before planning big transformations.

Differentiate strategy from plan in change management. A flexible strategy offers the vision, goals, and communication strategy, while the plan translates it into timelines, resources, and milestones to execute change.

Define the high level strategy using guiding principles that align with organizational goals, address stakeholder engagement, budget and resources, risks, culture, readiness, learning, and integration with existing initiatives.

Define change urgency and explain how it shapes change delivery, engagement, and disruption management in organizations.

Develop the change impact and readiness strategy by identifying gaps in knowledge, skills, resources, and governance, then plan readiness activities, define roles, and secure formal approval before delivering the change.

Determine the governance model for change communications by securing approvals from legal, risk, HR, and stakeholders, and tailor messages for employees, customers, partners, and suppliers while avoiding over sharing.

Identify and engage sponsors to build a cohesive coalition, develop and execute a sponsorship strategy and plan, close competency gaps, and sustain commitment for successful change.

Develop a stakeholder engagement strategy for a change initiative by identifying stakeholders, assessing impact, and planning targeted communication, training, and roles to build awareness, support, and adoption.

Develop a learning and development strategy to enable employees to adopt change by assessing needs, defining required skills, planning training, delivering diverse methods, and measuring training effectiveness.

Develop a measurements and benefits realization strategy to define goals, measure progress, collect stakeholder feedback, assign owners, and report outcomes to ensure benefits are realized.

Develop a sustainability strategy to ensure benefits endure by communication and engagement, measuring key performance indicators, and reinforcing change through ongoing education, ownership, rewards, and continuous improvement.

Develop a change management strategy that ensures readiness, designs a communication and sponsorship engagement plan, engages stakeholders, builds training, and supports metrics, benefits realization, and sustainability for the change initiative.

Define the change management plan's four stages by integrating individual plans with the project management plan, then secure senior management approval and set up feedback to monitor progress and performance.

Define the change management plan by detailing scope, objectives, activities, sponsors, dependencies, assumptions, risks, stakeholders engagement, communication, impact assessments, learning, metrics, and sustainability to ensure the change sticks.

master resource planning for change initiatives by identifying and allocating human, physical, information, and financial resources, plus governance, procurement, training, and budget controls.

Allocate the right human resources for the change initiative by selecting, coordinating, and engaging sponsors, managers, project managers, change agents, and trainers to drive adoption.

Explore change roles, including communication specialist, resistance management specialist, training and development specialist, metrics and evaluation specialist, to support initiatives with a change manager, sponsors, change agents, and post-implementation support.

Plan and mobilize sponsors through targeted engagement, build their competencies, define responsibilities, align stakeholder support, and lower resistance to change.

Develop a stakeholders engagement plan to raise awareness, desire, knowledge, and ability for the future change, using stakeholder analysis, training needs, communication strategies, sponsorship, and a resistance plan.

Manage resistance in organizational change by conducting readiness assessments, identifying resistance sources, communicating transparently, involving employees, and leveraging change agents, training, and milestones to enable successful change.

Create a comprehensive communication plan for a change initiative by assessing inputs, channels, messages, and stakeholder needs; deliver timely information, gather feedback, and guide employees through the transition.

Use sounding boards to gather organization feedback on change progress, selecting diverse representatives to provide objective input, validate ideas, challenge assumptions, and guide planning and execution.

Create a learning and development plan for the change initiative by identifying training needs, stakeholders, learning needs assessment, delivery models, schedule, and budget to empower sponsors, change agents, and employees.

Develop a measurement and benefits realization plan to align change objectives with KPIs, monitor progress, and report on training, awareness, and reinforcement outcomes.

Develop a sustainability plan to ensure change benefits endure, detailing post-change communication, socialization of new behaviors, metrics, performance management, rewards, ownership, and continuous improvement.

Align the change management plan with the project management plan through a unified delivery plan that integrates technical delivery and the people side, updating both plans for successful adoption.

Align the change management plan with the project management plan by integrating leadership alignment, resource optimization, risk and budget management, and an integrated delivery of people, processes, and tools.

Approve the integrated change management and project plans to align leadership, milestones, and resources; coordinate risk management, prevent duplication of effort, align work plans, and boost stakeholder awareness for execution.

Define clear performance metrics and feedback loops to monitor change execution, track KPIs like adoption rate, training effectiveness, and stakeholder satisfaction, and adjust plans based on regular data and feedback.

Learn to plan and implement feedback loops that measure change progress through surveys, town halls, focus groups, and interviews; analyze feedback data to identify strengths, improvements, and actions.

Execute the approved change management plan, monitor execution against the plan, and adjust as needed to ensure delivery of the change, using impact analysis, readiness, methodologies, and strategy.

Execute the resource plan by coordinating human, physical, information, and financial resources, monitor usage, and update the change management plan with budget and impact reports.

Execute the sponsorship plan by coaching and empowering sponsors, aligning their engagement with the change initiative through targeted training, communications, and ongoing visibility and updates.

Execute the stakeholders engagement plan by actively assigning roles, tailoring messages, and providing training to maximize awareness and desire for change, while managing resistance and measuring progress.

Execute the change communication plan by coordinating sponsors, change agents, and channels to deliver timely, intentional messages, gather feedback, and adjust based on audience needs and culture.

Identify resistance signals—emotional responses, disengagement, rumors—and implement the resistance management plan using the bridge change model and Kubler-Ross models to shorten negative emotions and accelerate adoption.

Define clear change messages and timing, explain the change case and why it matters, and tailor what to share, to whom, and how, with channels and feedback.

Execute the learning and development plan by aligning change objectives with engaging, relevant trainings using instructor-led, e-learning, on-the-job, and simulations; assess needs, deliver logistics, and evaluate training impact.

Assess training effectiveness in organization change management by measuring knowledge, skills, performance, and attitudes, and take corrective actions to ensure the training delivers tangible and intangible results.

Learn to plan, track, and realize benefits from organizational change by executing measurements and benefits realization plan aligned with the change management plan, KPIs, and stakeholders feedback.

Learn to monitor change progress by measuring awareness, desire, knowledge, and ability, implement corrective or preventive actions, and reinforce sustainability through ongoing evaluation and integration into performance management systems.

Execute the change management plan and sponsorship plan to engage stakeholders, organize the trainings, measure progress, and close the change initiative with the sustainability plan.

Secure change sustainability by evaluating objective achievement, capturing lessons learned, building resilience, reinforcing new behaviors with a sustainability plan, and obtaining stakeholder approval to officially close the project.

Evaluate the outcomes of a change initiative against its initial objectives, measure benefits realization, and capture lessons learned to guide sponsors, stakeholders, and future change programs.

Develop organizational and individual resilience by fostering a growth mindset, emotional intelligence, adaptability, and strong leadership; implement supportive change management processes and recognize resilient performance.

Overcoming relapses sustains change by detecting early and addressing root causes. Invest in training, align leadership, refine communication, manage expectations, and celebrate wins to maintain momentum.

Reinforce and sustain change by executing the sustainability plan, tracking KPIs, and continuously communicating, rewarding progress, and assigning ownership to ensure long-term adoption and improvement.

Gain approval for completion from sponsors and the client, finalize the final summary report, close the change initiative, and transfer ownership of outcomes while releasing resources.

Recap the entire organization change management course in a single high-level view to reinforce learning. The recap sustains knowledge over time and shows how all moving parts fit together.

Apply change management framework by evaluating impact and readiness, defining goals and a vision, and aligning with objectives; identify sponsors, stakeholders, risks, and plan communication, training, and risk mitigation.

Learn major change management models—Lewin’s unfreeze-change-refreeze, McKinsey 7S, Kotter’s eight steps, Atcr, nudge theory, and Satir, Bridge, Cobbler-Ross models—and how to blend them to fit your organization.

define the change strategy for successful delivery by leveraging impact analysis, readiness planning, communications governance, sponsorship, stakeholder engagement, training, metrics, and sustainability.

Develop a comprehensive change management plan that defines resource needs and assigns roles, then align sponsorship, communication, training, and measurement plans with the project plan to deliver change successfully.

Lead change with confidence by executing the plan, managing resources, and monitoring execution through effective communication, stakeholder engagement, and outcome-focused training.

Identify and reduce employee resistance by recognizing emotional responses to change, using targeted actions to shorten acceptance, mitigate risks, and secure sponsor support for successful implementation.

Deliver large and complex projects with change components by securing senior leadership buy-in, clear communication, KPIs, and people-focused training to enable change initiatives, including mergers and cultural shifts.

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