Change Agility

Whether a company is a brand-new startup or a well-established business, change is inevitable. We cannot anticipate or control every potential internal or external change within an organization. (Recent history has made that crystal-clear!) But the good news is, it’s not necessarily about being able to predict change before it happens. It’s about being flexible when it happens.

Effectively adapting to change is quickly becoming a competitive advantage. An agile organization can adjust swiftly to a new reality, responding almost instantaneously to changes related to the market, competitors, products, services, and customers. With this ability, no matter the circumstances, an organization can truly thrive.

This Program will go beyond legacy change management tools and practices and to help HR professionals understand and implement new approaches to designing, implementing, and leading change while promoting collaboration, resiliency, and a productive and positive work environment.

  • ApproachOnline social learning, teams of 30-50

  • Learning Time4-6 hours

  • Duration5 weeks. Next starting: November 2, 2022
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Key Questions You’ll Explore in this Program

Why is a new approach to change and transformation a business imperative?

How can HR professionals help shape and mold our change readiness?

How can we effectively communicate change?

Is there such a thing as over-communicating throughout a change process?

How do small changes foster big results?

How can we operationalize change in our organizations and on our teams?

Field Manuals

The Change Agility Program is made up of 5 Field Manuals (our version of an online module). Each one contains a variety of types of content and social exercises culminating in a mini-project, reflection, or debate. Each Field Manual will take you between 30-45 minutes to complete, but you can jump on and off at your own pace, as often as you’d like. The deeper learning happens in the discussions with your fellow learners, so be sure to check in on the conversations regularly.

From Change Management to Change Agility:

We can’t predict the unpredictable, and we can’t manage the unmanageable. Therefore, the notion of “change management” needs a complete overhaul: from a top-down management process to a human-centered design discipline. This Field Manual shifts our language and perspective to the concept of change agility.

Building Business Resilience:

In this era of disruption, some companies failed, while others innovated and thrived. What’s the key difference? Resilience. In this Field Manual, we’ll dive into the concept of resilience and explore how organizations can build it.

Communicating Change:

The way we talk about change is just as important as the change we’re trying to make. When we communicate with employees and educate them about changes big and small, they can adapt more easily to new ways of working. This Field Manual is all about the art of change communication.

Micro Changes, Macro Results:

The sheer magnitude of organizational change can seem overwhelming and stall progress. Traditional change management approaches aim to implement a “one and done” plan to change too many things at once, which leads to failure. This Field Manual provides strategies to create a clearer path to change adoption by deconstructing big change into small steps and continuously measuring, learning, and evolving with change over time.

Operationalizing Change:

In order for change to really stick, it is important to include stakeholders from all levels during the planning, decision making, and implementation process. This Field Manual will outline key steps and strategies to operationalize change in a way that empowers the workforce and creates an environment of shared responsibility, collaboration, and ownership.

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