Align leading team change with the organisation's workforce plan rather than treating it in isolation.
Leading Change and Managing Team Resistance to It
A structured, applied course in leading team change — designed to be used the week you return.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on leading team change is abundant; insight about it is not. Policy on this area of people management and development is judged by how it is applied in the difficult cases, not the easy ones. Applied research in people management and development consistently shows that early structure around this strand of people management and development reduces downstream rework. Most organisations already have a policy on leading team change; far fewer can show it working. The programme uses small-group work so that each participant's treatment of this aspect of people management and development is examined, not just described. The course gives participants a defensible structure for the wider people management and development agenda and the judgement to adapt it. The result is the confidence to make and defend decisions about leading team change under scrutiny. The content is relevant to those who own this strand of people management and development and to those who are held accountable for its results. Participants leave with a first-ninety-days plan for this part of people management and development rather than a set of notes.
Expected Learning Outcomes
Estimate what leading team change costs to run properly, and what is lost when it is not.
Ensure decisions taken under leading team change would withstand external scrutiny.
Integrate leading team change with reward, development and performance processes.
Equip managers to hold the difficult conversations leading team change requires.
Define the scope and boundaries of leading team change so that responsibility for it is unambiguous.
Set the minimum documentation for leading team change that is genuinely necessary, and stop there.
Who Should Attend
Public sector officials applying leading team change within a regulated framework.
Line managers who apply leading team change in practice.
Learning and development officers building capability in leading team change.
Officers preparing reports on leading team change for boards or oversight committees.
Human resources managers and business partners responsible for leading team change.
Public sector personnel officers applying leading team change within regulation.
Course Modules
Leading team change: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Getting other functions to support leading team change
- Check that leading team change still works when volumes rise unexpectedly.
- Compare intended and actual outcomes of leading team change honestly.
- Document the reasoning for every exception granted under leading team change.
- Prepare the response for the most likely failure in leading team change.
Session 2Writing a policy on leading team change a line manager can actually use
- Agree the smallest change to leading team change that would be visibly useful.
- Ask employees what leading team change feels like from their side.
- Confirm records relating to leading team change meet retention and privacy rules.
- Close out actions on leading team change rather than leaving them open indefinitely.
Leading team change: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Explaining leading team change so people believe it
- Estimate the resource leading team change requires to run as designed.
- Pilot changes to leading team change in one area before wider rollout.
- Build the appeals route for leading team change and publish it.
- Identify where judgement in leading team change is legitimate and where it is not.
Session 2What your existing data already says about leading team change
- Review whether leading team change is aligned with the objectives of the workforce.
- Build the competence framework that supports leading team change.
- Check that leading team change complies with current labour regulation in every location.
- Train line managers on leading team change rather than handling every case centrally.
Leading team change: policy design and legal footing
2 sessions · 8 pointsSession 1Building lasting competence in leading team change
- Measure the effect of leading team change on retention and performance, not activity.
- Set out the decisions in leading team change that require sign-off and by whom.
- Set escalation thresholds for leading team change that work out of hours.
- Set the annual review point for leading team change and who attends.
Session 2Piloting a change to leading team change before committing
- State the purpose of leading team change in one sentence a new manager would understand.
- Test the policy on leading team change against three real cases from the past year.
- Define who decides on leading team change and who may only recommend.
- Check that records of leading team change answer the questions likely to be asked.
Leading team change: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Applying leading team change consistently to the person you like least
- Establish what evidence demonstrates leading team change is under control.
- Prepare the summary of leading team change that senior management will read.
- Record what was learned when leading team change did not go as planned.
- Build the internal briefing that explains leading team change to those affected.
Session 2The hard cases in leading team change and how to reason about them
- Verify six months later that changes to leading team change have held.
- Plan succession for roles most exposed to leading team change.
- Review leading team change for unintended equity effects across groups.
- Design the communication for leading team change around the questions people will actually ask.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.