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Curriculum

Six domains. Twelve modules. One credentialed change leader.

Every module produces an artifact a leader would actually deliver on the job. The capstone assembles them into a defensible change program.

Domain 1 · Module 1 to 2

Foundations of Change Leadership

Speak fluently about how change actually works, and why most transformations still fail.

Module 01

What Change Management Actually Is

Build an honest, plain-language understanding of change and why most transformations fail.

Lessons

  1. ·Lesson 1.1 · Change Management in Plain Language
  2. ·Lesson 1.2 · The People Side of Change vs. Technical Project Delivery
  3. ·Lesson 1.3 · Individual Change: How Humans Actually Move Through Transition
  4. ·Lesson 1.4 · Organizational Change: Systems, Structures, and Signals
  5. ·Lesson 1.5 · Why Most Transformations Fail (and What Separates the Ones That Don't)
  6. ·Lesson 1.6 · The Business Case for Professional Change Leadership

Portfolio Artifact

A one-page business case for change management on a current initiative.

Module 02

Change Frameworks and Models You Can Actually Use

Get fluent in the major change models and know when to reach for each one.

Lessons

  1. ·Lesson 2.1 · The Prosci ADKAR Model: Awareness, Desire, Knowledge, Ability, Reinforcement
  2. ·Lesson 2.2 · Kotter's 8 Steps for Leading Large-Scale Change
  3. ·Lesson 2.3 · Lewin: Unfreeze, Change, Refreeze in a Modern Context
  4. ·Lesson 2.4 · The Bridges Transition Model: Endings, Neutral Zone, New Beginnings
  5. ·Lesson 2.5 · McKinsey 7-S and Other Systems Views
  6. ·Lesson 2.6 · Choosing the Right Model: A Practitioner's Decision Guide

Portfolio Artifact

A change model decision matrix mapped to your organization's typical initiatives.

Domain 2 · Module 3 to 4

Assessment, Strategy and Sponsorship

Diagnose the change, size the impact, and build the sponsor coalition that will carry it.

Module 03

Change Impact and Readiness Assessment

Size the change honestly and read the organization's real readiness.

Lessons

  1. ·Lesson 3.1 · Sizing the Change: Scope, Depth, and Population Impact
  2. ·Lesson 3.2 · Change Characteristics and Attribute Profiling
  3. ·Lesson 3.3 · Running an Organizational Readiness Assessment That Tells the Truth
  4. ·Lesson 3.4 · Culture, History, and Change Fatigue as Real Risk Factors
  5. ·Lesson 3.5 · Building a Change Risk Profile Leadership Will Act On
  6. ·Lesson 3.6 · Translating Assessment Findings Into Strategy

Portfolio Artifact

A completed change impact and readiness assessment with a risk profile.

Module 04

Change Strategy and Sponsorship

Design the change strategy and build the sponsor coalition that will carry it.

Lessons

  1. ·Lesson 4.1 · Designing a Change Strategy That Fits the Change
  2. ·Lesson 4.2 · The Sponsor's Real Job (and Why Most Sponsors Do It Wrong)
  3. ·Lesson 4.3 · Building and Activating a Sponsor Coalition
  4. ·Lesson 4.4 · Coaching Executive Sponsors Without Losing the Room
  5. ·Lesson 4.5 · Governance and Decision Rights for Change
  6. ·Lesson 4.6 · Integrating the Change Plan With the Program or Delivery Plan

Portfolio Artifact

A change strategy on a page plus a sponsor coalition map and coaching plan.

Domain 3 · Module 5 to 6

Stakeholders, Culture and Resistance

Map who is affected, read the culture, and turn resistance into information you can act on.

Module 05

Stakeholder Analysis and Engagement

Map every group the change affects and design engagement that earns their commitment.

Lessons

  1. ·Lesson 5.1 · Identifying Every Stakeholder Group the Change Touches
  2. ·Lesson 5.2 · Influence, Impact, and Interest: The Practitioner's Mapping Toolkit
  3. ·Lesson 5.3 · Segmenting Stakeholders by Change Readiness and Disposition
  4. ·Lesson 5.4 · Designing Engagement Plans That Move People, Not Just Inform Them
  5. ·Lesson 5.5 · Managing Stakeholder Dynamics Across the Change Lifecycle
  6. ·Lesson 5.6 · When Stakeholders Change Their Minds: Re-Engaging Without Losing Trust

Portfolio Artifact

A full stakeholder analysis with a segmented engagement plan.

Module 06

Culture, Resistance and the People Behind It

Read the culture honestly and treat resistance as data, not a problem to suppress.

Lessons

  1. ·Lesson 6.1 · Diagnosing Organizational Culture Without the Buzzwords
  2. ·Lesson 6.2 · Where Resistance Actually Comes From
  3. ·Lesson 6.3 · Surfacing Hidden Objections Before They Blow Up the Rollout
  4. ·Lesson 6.4 · The Middle Manager Problem and How to Solve It
  5. ·Lesson 6.5 · Turning Resistance Into Design Feedback
  6. ·Lesson 6.6 · When Resistance Is Right: Knowing When to Stop or Adjust the Change

Portfolio Artifact

A resistance management plan with mitigation moves tied to each stakeholder segment.

Domain 4 · Module 7 to 8

Communication, Enablement and Training

Design the communication cadence and the enablement plan that actually moves behavior.

Module 07

Change Communication That Actually Works

Design communication that shifts belief and behavior, not just distributes information.

Lessons

  1. ·Lesson 7.1 · Communication Strategy: Objectives, Audiences, Cadence
  2. ·Lesson 7.2 · Message Architecture: Why, What, What's In It for Me, What Do I Do Now
  3. ·Lesson 7.3 · Channels: Sponsor Cascades, Manager Toolkits, Digital, In Person
  4. ·Lesson 7.4 · Two-Way Communication: Listening as a Change Discipline
  5. ·Lesson 7.5 · Communicating Uncertainty Without Losing Credibility
  6. ·Lesson 7.6 · Building a Communication Plan That Runs From Kickoff to Sustainment

Portfolio Artifact

A complete change communication plan with sample messages by audience.

Module 08

Enablement, Learning and Manager Activation

Build the enablement and training that gives people the ability to work the new way.

Lessons

  1. ·Lesson 8.1 · Running a Training Needs Analysis Tied to the Change
  2. ·Lesson 8.2 · Adult Learning Principles Applied to Real Rollouts
  3. ·Lesson 8.3 · Designing the Right Modality Mix: Live, Async, Coaching, On the Job
  4. ·Lesson 8.4 · Activating Middle Managers as the Real Change Agents
  5. ·Lesson 8.5 · Job Aids, Playbooks, and Performance Support That Get Used
  6. ·Lesson 8.6 · Reinforcing the New Behaviors Where the Work Actually Happens

Portfolio Artifact

A training and enablement plan with a manager activation kit.

Domain 5 · Module 9 to 10

Adoption, Measurement and Sustainment

Instrument adoption, measure what matters, and make the new way stick after go-live.

Module 09

Adoption Measurement and Change Analytics

Instrument adoption so leadership sees whether the change is actually taking hold.

Lessons

  1. ·Lesson 9.1 · Defining Adoption, Usage, and Proficiency (and Why the Difference Matters)
  2. ·Lesson 9.2 · Leading vs. Lagging Indicators for Change
  3. ·Lesson 9.3 · Pulse Surveys, Sentiment, and Qualitative Signals
  4. ·Lesson 9.4 · Building a Change Adoption Dashboard That Leaders Will Read
  5. ·Lesson 9.5 · Reporting Progress Without Sugar-Coating It
  6. ·Lesson 9.6 · Course-Correcting Mid-Rollout Using Real Data

Portfolio Artifact

A change measurement plan with a mock adoption dashboard.

Module 10

Reinforcement and Sustainment After Go-Live

Make the new way stick after the launch team goes home.

Lessons

  1. ·Lesson 10.1 · Why Change Rolls Back and How to Prevent It
  2. ·Lesson 10.2 · Reinforcement Mechanisms: Recognition, Rituals, and Consequences
  3. ·Lesson 10.3 · Embedding the Change Into Operating Rhythms and Performance Systems
  4. ·Lesson 10.4 · Hypercare: Structuring Support for the First 30, 60, 90 Days
  5. ·Lesson 10.5 · Handing Change Off to the Business Owner Cleanly
  6. ·Lesson 10.6 · Closing the Change: Retrospective, Lessons Learned, and Story of Success

Portfolio Artifact

A sustainment and reinforcement plan with a 30-60-90 day hypercare structure.

Domain 6 · Module 11 to 12

Leading at Enterprise Scale

Run change across portfolios, prove ROI to the board, and earn the credential through the capstone.

Module 11

Portfolio, Program, and Enterprise Change

Lead change across multiple concurrent initiatives without burning out the organization.

Lessons

  1. ·Lesson 11.1 · Change Portfolio Management: Seeing the Full Load on the Organization
  2. ·Lesson 11.2 · Diagnosing Change Saturation and Managing Organizational Capacity
  3. ·Lesson 11.3 · Standing Up a Change Center of Excellence That Actually Delivers Value
  4. ·Lesson 11.4 · Integrating Change With the PMO, Agile Teams, and Product Operating Models
  5. ·Lesson 11.5 · Building Enterprise Change Capability, Not Just Project Support
  6. ·Lesson 11.6 · Proving ROI and Business Value to the Board

Portfolio Artifact

A change portfolio view with a saturation heat map and a capability build plan.

Module 12

Capstone: From Practitioner to Credentialed Leader

Prove leader-level capability across all six domains.

Lessons

  1. ·Lesson 12.1 · Assembling Your Practitioner Portfolio Across All Six Domains
  2. ·Lesson 12.2 · Designing a Complete Change Program for a Real Initiative
  3. ·Lesson 12.3 · Building Your 90-Day Activation Plan
  4. ·Lesson 12.4 · Capstone Submission: What Taz Reviews and What She Looks For
  5. ·Lesson 12.5 · After the Credential: Using the TBS-CML in Your Role and Career

Portfolio Artifact

The capstone: a complete change program and 90-day activation plan, assessed for the Certified Change Management Leader designation.

Ready to step into the role?

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