Global

Leading organisational change: Helping your team through transformation

A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 9 details that are specific to your organisation.

See the live deckSee the full outline
Try the coursePreview the survey
Length
40 min
Lessons
6 lessons
Frequency
At the start of a transformation programme and before each major change wave
Last reviewed
21 Oct 2026
Grey areas: handling resistance
What would you do?

A respected team member says in a meeting that the plan is unrealistic

Try it: this is one of 20 interactive activities in the course.

What's included

Three pieces that work together

Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.

Self-paced course

Short lessons with real workplace scenarios, not walls of text.

  • 6 lessons, about 40 minutes
  • Process, scenario, timeline, tabs and quizzes

Live session deck

An AhaSlides presentation to run after the course, in person or online.

  • 11 slides
  • Quiz, poll, word cloud, scale slides
  • A closing slide for your contacts

Two surveys

Find out what landed, and whether people use it on the job.

  • Post-course feedback, about 2 minutes
  • 30-day check-in
  • Anonymous by default
  • Results feed your next refresher

Learning objectives

At the end of this course, learners can

Each objective and the lesson that covers it.

IDObjectiveSourceWhere it's covered
TO 250.0Achieve ≥ 80% on the final assessment-Whole course
SO 250.1Explain three common reasons change programmes fail and spot them in your own teamBest practiceWhole course
SO 250.2Describe how people typically respond to change over time and what each response needs from a leaderWidely used change-curve models (practitioner frameworks)Whole course
SO 250.3Use an eight-step model and a five-element individual model to plan your part of a changeKotter eight-step model; Prosci ADKAR (practitioner frameworks, see verification list)Whole course
SO 250.4Communicate a change clearly, repeatedly and in both directions + your infoBest practiceWhole course
SO 250.5Handle resistance as information, and put in place habits that make a change stick + your infoBest practiceWhole course

Your part: what a template can't do for you

  • Your workplace details: fill in the 9 highlighted fields so the course describes your own policies, contacts and locations.
  • Records: record completion in your own LMS or record system.

Course outline

6 lessons, about 40 minutes

Minutes per lesson are an estimate, shared out by page count.

ContentInteractiveVideoYou customise
1

Why change programmes fail

3 pages

7 min
Before you beginNoteList
A new system, a quiet teamTextImage
What went wrong?ChecklistKey factQuiz
2

The change curve and how people respond

3 pages

7 min
Typical responses over timeTimelineText
What each response needsTabs
CheckSorting activityMatching quiz
3

Two practical models: eight steps and ADKAR

3 pages

7 min
Eight steps in plain termsProcess
ADKAR for one personTabsChecklist
Which model when?AccordionQuiz
4

Grey areas: handling resistance

3 pages

7 min
Resistance is informationAccordion
What would you do?Scenario
CheckSorting activityMatching quiz
5

Communicating change clearly and repeatedly

3 pages

7 min
A clear messageProcessText
Two-way, not one-wayChecklistNoteYour info
Try itScenarioQuiz
6

Making change stick, and the final assessment

2 pages

5 min
After the launchTimelineProcessYour infoYour infoYour infoYour info
PracticeQuizKey factNoteButtonYour info

Live deck and surveys

11 slides to run live, two surveys to close the loop

Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.

ContentTitle, agenda, "leading change in your team
PollHow does your team usually react when a change is announced?
Word cloudOne word for how you feel when a change is announced
ContentThe change curve in four stages and what each needs
QuizA team member says "This will never work here". What helps first? Listening to find out why ✔ · Telling them to stop · Ignoring it · Escalating to HR
QuizPeople understand and want the change but cannot yet do it. In ADKAR what is missing? (Ability ✔)
ContentEight steps and ADKAR on one page: when to use which
ScaleHow confident are you communicating a change to your team?
QuizYou do not yet have the launch date. Best message? (Share what you know, say what you do not, give the next update date ✔)
Open-ended / Q&AA change you are leading, and what worries you about it
Content · customiseClosing {{HR_CONTACT}}, {{SURVEY_1_URL}}, {{SURVEY_2_URL}}, {{COURSE_URL}}
Post-course feedback: 11 questions, about 2 min
  1. Overall rating 5 stars
  2. Relevant, realistic, right length, helpful activities agree/disagree grid
  3. What was most useful? multi-select
  4. Confidence before this course, and now 1-5 scale
  5. Which change model felt most useful? multiple choice
  6. How confident are you handling resistance in your team? 1-5 scale
  7. Which course should come next? ranking
  8. I feel safe raising concerns about a change. 1-5 scale
  9. One thing we should change or add open text
  10. Would you recommend this course? NPS
30-day check-in
  1. Have you used what you learned since the course? multiple choice
  2. How confident are you today? Compare with day 1 1-5 scale
  3. Do you know where to find the change plan and the sponsor's contact? yes / no / not sure
  4. A moment where the training helped, or where you weren't sure open text
  5. Which topics should the next refresher focus on? ranking

Results show whether people use the training on the job, not just whether they finished it.

Make it yours

9 fields to fill in, and you're ready

Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.

  • Who managers ask about people questions{{HR_CONTACT}}
  • The confidential route for raising a conduct or safety concern{{SPEAK_UP_ROUTE}}
  • Link to the next course in your leadership path{{NEXT_COURSE_LINK}}
  • Where course completions are recorded{{LMS_OR_RECORD_SYSTEM}}
  • Link to the self-paced course{{COURSE_URL}}
  • Link to the baseline survey{{SURVEY_1_URL}}
Show all 9 fields
  • Link to the post-course and 30-day survey{{SURVEY_2_URL}}
  • The official channel for change updates and questions{{CHANGE_UPDATES_CHANNEL}}
  • The executive or manager sponsoring the change{{CHANGE_SPONSOR_CONTACT}}

FAQ

Common questions

Can I run leading organisational change: Helping your team through transformation training online?

Yes. The course is self-paced and online, and the live deck lets you add a live session in the room or online.

How often is this training needed?

At the start of a transformation programme and before each major change wave.

Who needs this training?

Managers, project leads and change champions in organisations running a transformation; run by L&D with transformation and HR leads.

What records should I keep?

Record completion in your own LMS or record system, so you can show who finished the course and when.

Can I edit the content?

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply.

Related templates

Often taught together

All Change, strategy and decisions templates →
Global

Agile, strategic and AI-era leadership

Senior managers and leaders preparing for digital, agile or AI-enabled ways of working · Change, strategy and decisions

40 min
Global

Decision-making, prioritisation and time management for leaders

Managers · Change, strategy and decisions

35 min
Last reviewed: 21 October 2026Templates are a starting point, not legal advice.

Ready to run it?

Open the live deck to see how the session runs alongside the course and both surveys.

See the live deck