Leading Through Change
Build trust and commitment when change creates uncertainty.
Learn. Apply. Succeed.
- Distinguish among different types of workplace change and clarify your role and responsibilities as a change leader
- Recognize your own preferred response to change and anticipate how others may react
- Adapt your leadership and communication approach to increase readiness, support and commitment
- Manage the scope and pace of change with greater awareness of overload, disruption and stress
- Identify whether people are experiencing denial, resistance, exploration or commitment and respond more effectively
- Assess how change will affect key stakeholders and anticipate where resistance may emerge
- Communicate change more clearly by addressing what people need to know, believe, feel and do
- Build a practical change plan that helps you gain commitment and keep implementation moving forward
Leading change across a team?
Consider Embracing Change: Strategies for Team Members to help employees build the skills and resilience to adapt more effectively during change.
Is This Course Right For You?
Managers, supervisors and team leaders who are responsible for implementing change and need to help people adapt while keeping work moving.
98% of participants recommend this course.
The Learning Experience
- Apply the learning to change you are actually facing. Use current or recent workplace change experiences throughout the course to explore reactions, resistance, stakeholder impact and the actions you can take as a leader.
- Understand how you and others respond to change. Complete the Change Style Indicator® before the course, compare different change preferences with peers and explore how people move through denial, resistance, exploration and commitment.
- Build a practical plan for moving change forward. Work through a workplace case study and use stakeholder analysis and the Results Matrix® to plan communication, anticipate resistance, build commitment and identify actions you can take back to work.
Duration: 7 Hours
Delivered in classrooms across Canada and Live Online.
Available for private delivery and customizable to match your organization’s needs.
What People Are Saying
“It was a good session with our leadership team, the session made us all think and provided tools that we can apply in real situations.”
- Shweta K.
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DateLocationTime
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Oct 28, 2026 - Oct 28, 2026Toronto, ON9:00 AM – 5:00 PM (ET)
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Nov 30, 2026 - Nov 30, 2026Toronto, ON9:00 AM – 5:00 PM (ET)
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Dec 17, 2026 - Dec 17, 2026Calgary, AB9:00 AM – 5:00 PM (MDT)
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Jan 14, 2027 - Jan 14, 2027Ottawa, ON8:30 AM – 4:30 PM (ET)
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Feb 5, 2027 - Feb 5, 2027Toronto, ON9:00 AM – 5:00 PM (ET)
Do you need a different date or location? We offer Courses On Request.
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DateLocationTime
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Oct 6, 2026 - Oct 6, 2026Remote Access9:00 AM – 5:00 PM (ET)
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Feb 2, 2027 - Feb 9, 2027
Feb 02 1:00 PM - 5:00 PM
Feb 09 1:00 PM - 5:00 PMRemote Access1:00 PM – 5:00 PM (ET)
Do you need a different date or location? We offer Courses On Request.
When colleagues learn together, everyone benefits!
Connect with an advisor to discuss delivering this course to your team.
Frequently Asked Questions
What will I learn in this leading change course?
You’ll learn how to understand different types of workplace change, clarify your role as a change leader, anticipate how people may respond and communicate in ways that build greater readiness and commitment. You’ll also practice stakeholder analysis, managing resistance and creating a practical change plan.
How can this course help me manage resistance to change?
You’ll explore why people resist change, recognize both active and passive resistance and learn how to respond based on where people are in the change process. The course examines four common phases — denial, resistance, exploration and commitment — and the communication actions that can help people move forward.
Will I learn how to communicate organizational change to my team?
Yes. You’ll use the Results Matrix® to plan what people need to know, believe, feel and do when change is introduced. This helps you prepare clearer messages, address likely questions and concerns and communicate what is expected of employees.
Does this course include a change management assessment?
Yes. Before the course, you’ll complete the Change Style Indicator® to better understand your preferred approach to change. During the course, you’ll explore how different change styles may respond to the same situation and how you can adapt your approach when leading others.
What makes leading organizational change so difficult?
Leading organizational change requires balancing strategy, communication and employee engagement. This course helps leaders understand the human side of change and develop the change leadership skills needed to guide teams successfully through transitions.
How can leaders inspire employees during times of change?
Employees are more likely to support change when they understand what is happening, why it matters and how it will affect them. Leaders can build commitment by listening to concerns, adapting their communication to different reactions, involving people where possible and providing clear direction as the change moves forward.
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Course Reviews
Participant Feedback Summary (AI generated based on all reviews)
Participants say Leading Through Change is useful, relevant, and practical for understanding how to lead and communicate during change. Participants describe gaining change management tools, communication approaches, and frameworks they can apply to current workplace situations, including managing resistance and keeping teams on track during transitions. They also valued the focus on change styles, which helped some participants reflect on how personality style can affect reactions to change. Many comments note that the learning experience was engaging, interactive, and supported by real-world examples, personal lessons learned, and clear explanations that helped connect the material to organizational change. Some participants noted that the course is useful as a foundation in change management.
- Change management tools
- Communicating change
- Change styles
- Managing resistance
- Workplace transitions
Recent Reviews
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Past Participant, Senior Human Resources Coordinator Jul 9, 2026
Excellent! Thank you!
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Past Participant, Senior Director, Finance & Corporate Services Jul 9, 2026
This course was better than I expected. I liked how it addressed how to work with different personalities
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Valerie F., Senior Credit Risk Manager May 6, 2026
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Rob D., Lead, Events Management and Volunteer Recognition Apr 30, 2026
It was a productive day focused on building trust, commitment, and positive results during transitions. Here are my top takeaways: ??? ????? ?? ?????????: A great reminder that the success of any change starts with active listening and asking the right questions. ???????? ??????????: Understanding that denial and resistance are natural reactions - the key is learning how to address anxiety and transform it into productivity. ????-?????????: Through self-assessments, I gained better insight into my own reactions to change, which is the first step in leading others through theirs. ?????? ???????: Every change is a unique opportunity to learn, grow, and build organizational resilience. I’m walking away with practical job aids and a solid framework for creating a change management plan that inspires followership and keeps teams on track. What will probably stick with me most is that being a conservative, pragmatist, or originator is a matter of style, not ability.
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Rob D., Lead, Events Management and Volunteer Recognition Apr 30, 2026
It was a productive day focused on building trust, commitment, and positive results during transitions. Here are my top takeaways: The Power of Listening: A great reminder that the success of any change starts with active listening and asking the right questions. Managing Resistance: Understanding that denial and resistance are natural reactions - the key is learning how to address anxiety and transform it into productivity. Self-Awareness: Through self-assessments, I gained better insight into my own reactions to change, which is the first step in leading others through theirs. Growth Mindset: Every change is a unique opportunity to learn, grow, and build organizational resilience. I’m walking away with practical job aids and a solid framework for creating a change management plan that inspires followership and keeps teams on track. What will probably stick with me most is that being a conservative, pragmatist, or originator is a matter of style, not ability.
