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Quest Training

Change Management Training Course

Gives leaders the Kotter, ADKAR, Lewin and Bridges models to diagnose, plan, lead and sustain organizational change initiatives in their own organizations.

ODC · Organizational Development, Transformation & Change ManagementAll Levels#2176ClassroomEnglish , Arabic
Duration
5 Days
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Free substitution at any time · 30+ days' notice: full refund minus 10%. Cancellation policy

Sectors:Human Resources & Talent ManagementCategories:Organizational Development, Transformation & Change Management

Course Overview

The Change Management Training Course equips leaders and professionals with the practical frameworks and skills needed to plan, lead, and sustain organizational change. Government entities, ministries, banks, oil and gas companies, and large corporations are continuously adapting to digital transformation, restructuring, new regulations, national visions and strategies, mergers, system implementations, and shifting customer and citizen expectations. The success of these initiatives depends not only on sound plans and technology, but on whether people understand, accept, and adopt new ways of working. Many change initiatives lose momentum because the people side of change is addressed too late or treated as a communication exercise. Resistance goes unmanaged, managers are unprepared to lead their teams through transition, and new processes are adopted on paper but not in practice. This course addresses these challenges by combining structured change management methodology with the leadership behaviors required to guide people through uncertainty. Participants explore widely used change models, including Lewin's change model, Kotter's eight-step process, the ADKAR model, and Bridges' transition model, and learn how to apply them in a practical, integrated way. The program covers the full change lifecycle: building the case for change, assessing change impact and readiness, mapping and engaging stakeholders, designing communication and training plans, managing resistance, equipping managers as change leaders, and measuring and reinforcing adoption so that results are sustained. Throughout the five days, participants apply each tool to a real or planned change initiative from their own organization. They leave with a practical change management toolkit, including a change impact assessment, stakeholder map, communication plan, resistance management plan, and change implementation roadmap that can be applied immediately.

Learning Objectives

  • Analyze the drivers, types, and scale of organizational change and define the scope of a selected change initiative from the participant's organization on Day 1.
  • Apply recognized change models, including Kotter, ADKAR, Lewin, and Bridges, to diagnose and plan a change initiative.
  • Develop a clear and compelling case for change that links the initiative to organizational strategy and expected benefits.
  • Assess change readiness and change impact across departments, roles, processes, systems, and behaviors.
  • Design a stakeholder engagement plan that maps influence, impact, and level of support for key individuals and groups.
  • Develop a change communication plan with targeted messages, channels, timing, and feedback mechanisms.
  • Evaluate the root causes of resistance and implement practical strategies to address them.
  • Strengthen the role of senior sponsors, line managers, and change champions in leading and supporting change.
  • Align training, coaching, and support activities with the new skills and behaviors the change requires.
  • Implement measures to track adoption, reinforce new behaviors, and sustain change after go-live.
  • Design an integrated change management roadmap for the participant's initiative by the end of Day 5.

Who Should Attend

This course is designed for senior managers, department heads, and team leaders who lead or are affected by organizational change, as well as change management professionals, project and program managers, and transformation office staff responsible for delivering strategic initiatives. It is also highly relevant for HR business partners, organizational development specialists, internal communication professionals, and training and development teams who support people through change. It is particularly valuable for professionals in ministries and government entities implementing government transformation programs, restructuring, service digitization, and institutional excellence initiatives; in banks and financial institutions managing core system replacements, digital banking, regulatory change, and mergers; and in oil and gas and industrial organizations introducing new operating models, safety systems, technologies, and organizational structures. Executives and sponsors who are accountable for transformation outcomes, as well as quality, strategy, and business process improvement specialists, will benefit from understanding how to secure adoption and sustain results.

Learning Outcomes

  • By the end of the course, participants will be able to:
  • Explain how people experience change and apply this understanding when planning and leading change initiatives.
  • Select and apply the most suitable change model for a given initiative and organizational context.
  • Articulate a clear case for change and a vision that employees and stakeholders can understand and support.
  • Conduct a change impact assessment that identifies who is affected, how, and to what extent.
  • Assess organizational and team readiness for change and identify the key risks to adoption.
  • Build a stakeholder map and engagement plan that secures sponsorship and support.
  • Prepare a change communication plan tailored to different audiences and stages of the change.
  • Identify signs of resistance, diagnose their causes, and respond with appropriate interventions.
  • Equip line managers and change champions to lead conversations and support their teams through transition.
  • Define adoption metrics and reinforcement mechanisms that sustain change over time.
  • Present an integrated change management plan and roadmap for a real initiative in their organization.

Course Outline

Course Outline:

Day 1

Understanding Organizational Change

  • Drivers of change in public and private sector organizations
  • Types and scale of change: incremental, transformational, and structural
  • The people side of change and the individual transition experience
  • Why change initiatives stall and the conditions for successful change
  • Practical application: participants define and analyze a change initiative from their own organization
Day 2

Change Models and Building the Case for Change

  • Lewin's change model and Kotter's eight-step process
  • The ADKAR model for individual change
  • Bridges' transition model: endings, the neutral zone, and new beginnings
  • Developing the case for change and a clear change vision
  • Practical application: participants apply a selected model to diagnose their initiative and draft a case for change
Day 3

Impact Assessment, Readiness, and Stakeholder Engagement

  • Conducting a change impact assessment across people, processes, systems, and structure
  • Assessing change readiness and adoption risks
  • Stakeholder mapping, analysis, and engagement strategies
  • The role of sponsors, line managers, and change champion networks
  • Practical application: participants complete a change impact assessment and stakeholder map
Day 4

Communication, Resistance, and Leading People Through Change

  • Designing a change communication plan: messages, audiences, channels, and timing
  • Understanding the sources and signs of resistance
  • Practical strategies for managing resistance and building commitment
  • Leadership behaviors, coaching conversations, and supporting teams through uncertainty
  • Practical application: participants develop a communication plan and role-play difficult change conversations
Day 5

Implementing, Measuring, and Sustaining Change

  • Aligning training and support with new skills and behaviors
  • Measuring adoption, proficiency, and benefits realization
  • Reinforcement mechanisms: recognition, performance management, and accountability
  • Integrating change management with project management and governance
  • Final workshop: participants finalize an integrated change management roadmap for their initiative

Upcoming Dates

Selected date

Milan · 9 – 13 Nov 2026 · Classroom

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CityDatesPrice per ParticipantEarly Bird
MarrakeshScheduled
2 – 6 Nov 2026€4,300—
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MilanScheduled
9 – 13 Nov 2026€6,000—
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MunichScheduled
9 – 13 Nov 2026€5,400—
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MuscatScheduled
16 – 20 Nov 2026€5,300—
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OnlineScheduled
22 – 26 Nov 2026€1,700€1,530until 2 Nov
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ParisScheduled
30 Nov – 4 Dec 2026€5,700€5,130until 9 Nov
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RiyadhScheduled
7 – 11 Dec 2026€4,200€3,780until 16 Nov
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RomeScheduled
14 – 18 Dec 2026€5,800€5,220until 23 Nov
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ViennaScheduled
21 – 25 Dec 2026€5,700€5,130until 30 Nov
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AmmanScheduled
27 – 31 Dec 2026€3,100€2,790until 7 Dec
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AmsterdamScheduled
28 Dec 2026 – 1 Jan 2027€5,400€4,860until 7 Dec
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BakuScheduled
4 – 8 Jan 2027€4,800€4,320until 14 Dec
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BangkokScheduled
11 – 15 Jan 2027€6,100€5,490until 21 Dec
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BarcelonaScheduled
18 – 22 Jan 2027€5,400€4,860until 28 Dec
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BerlinScheduled
25 – 29 Jan 2027€5,800€5,220until 4 Jan
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CairoScheduled
1 – 5 Feb 2027€3,300€2,970until 11 Jan
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DammamScheduled
8 – 12 Feb 2027€4,200€3,780until 18 Jan
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CasablancaScheduled
8 – 12 Feb 2027€4,300€3,870until 18 Jan
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DohaScheduled
15 – 19 Feb 2027€4,400€3,960until 25 Jan
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DubaiScheduled
21 – 25 Feb 2027€4,400€3,960until 1 Feb
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FrankfurtScheduled
1 – 5 Mar 2027€5,800€5,220until 8 Feb
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GenevaScheduled
8 – 12 Mar 2027€6,300€5,670until 15 Feb
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IstanbulScheduled
15 – 19 Mar 2027€4,700€4,230until 22 Feb
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LisbonScheduled
22 – 26 Mar 2027€5,400€4,860until 1 Mar
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Kuala LumpurScheduled
22 – 26 Mar 2027€4,400€3,960until 1 Mar
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LondonScheduled
29 Mar – 2 Apr 2027€5,600€5,040until 8 Mar
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MadinahScheduled
5 – 9 Apr 2027€4,200€3,780until 15 Mar
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HamburgScheduled
12 – 16 Apr 2027€5,800€5,220until 22 Mar
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MadridScheduled
12 – 16 Apr 2027€5,400€4,860until 22 Mar
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MakkahScheduled
19 – 23 Apr 2027€4,200€3,780until 29 Mar
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Available in: Istanbul · Dubai · London · Riyadh · Doha · Amsterdam

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