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Organizational change doesn’t have to be so hard!


We’ve all been there.

Senior leadership announces a change intiative. It’s important. It’s necessary. A lot of hard work ensues. There are delays. Difficulties. Missed deadlines. Revisions.

When it finally comes to an end, it’s less than was planned, and more expensive than was budgeted. And the statistics are grim: up to 70% of change initiatives either fail outright, or aren’t sustained over time.

Why?


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Change Leadership: Strategies for Success


There’s tremendous – and necessary – focus on the practice of change management.

But managing change isn’t enough for success. We must also lead change.

And that means understanding the people aspect of change. Why people resist change. Why it’s so hard to communicate change in a way that gets everyone on board. The hidden, conflicting issues of identity and competing commitments that create stumbling blocks and barriers. And the essential aspect of trust.

We need a new type of leadership, a new vision of what leadership can be, for today’s very different (and never going back to the “old normal”) world. Change is, and will continue to be, constant, and it doesn’t care if we wish otherwise. Knowing how to lead ourselves and others through change has become non-optional.

Strategic change doesn’t have to be an expensive struggle and disappointment!

With effective change leadership, teams can be motivated, engaged, and excited about change initiatives. And we all know that motivated, engaged, excited teams are high-performing teams who meet – and exceed – objectives.



I’ve been part of plenty of change initiatives in my 20-plus-year corporate career – and since then in my consulting, training, and coaching practice.

Photo of Grace with a glass of wineI watched some fail, I was part of some that struggled, and I’m happy to say that I celebrated leading some that exceeded expectations.

The apparent reasons why change fails are obvious: poor communication, insufficient attention to the basics of project management, disengaged leadership, and so on.

But these are all relatively easy to fix. So why do they keep happening?

I knew there had to be reasons underneath these symptoms. So I researched. (And researched!)

There are reasons. Hard, solid, neuroscientifically factual reasons about how the brain reacts to change. Blind spots that old-school leadership practices tell us to overlook or ignore.

Which led me to more research about managing those reactions and acknowledging the realities.

And that resulted in this program, in which I offer simple tools that leaders can use to guide their teams through the resistance – and themselves, too, since resistance is universal.


If you’ve ever struggled with change – personal or professional – this course will show you why and teach you what you need to do differently.


Change doesn’t have to be a hard slog. It probably won’t ever be easy, but it can be a whole lot more clear and less uncertain, for you as the change leader, and for your team creating the change.


What if you could…

  • Understand – and therefore stop being frustrated by – your team’s various reactions to change
  • Know how to help each individual team member deal with their concerns and questions about the change
  • Create a clear vision for the desired outcome – even if your leadership hasn’t provided it to you
  • Know exactly how to communicate to the various stakeholders – which starts with knowing exactly who all the stakeholders are (you’re almost certainly overlooking some)
  • Realize the key component that enables successful change – and whose absence inevitably leads to failure
  • Learn how to handle mistakes, delays, and other project mis-steps so they have the least possible impact
  • Discover how to handle pushback from peers and even senior leaders
  • Have the confidence, clarity, and certainty to be a truly excellent leader of successful change!

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Change Leadership: Strategies for Success


Each module includes multiple bite-sized videos, worksheets, and prompts to help you consider how the principles, concepts, and practices apply to your specific situation.

Every module also provides opportunities to connect directly with me and with other students through the lesson comments area. You can learn a lot from other people – even in a self-guided online course!

Paper and pencil iconModule One – Course Objectives

An introduction to what you’ll be learning, including the best way to get the most from the program.

  • Understand what’s to come (just what are you getting yourself into?!)
  • Learn exactly what you need to do to get the most value from the program

Icon of human juggling a lightbulb, gear, and personModule Two – Change Management or Change Leadership?

Are they different? Yes!

  • Identify the key aspects of change management
  • And the key aspects of change leadership
  • Gain clarity on why they’re each essential – but not sufficient – for success on their own

Icon of human juggling a lightbulb, gear, and personModule Three – What is a change initiative?

What are the key components of a successful change initiative?

  • Learn why you should clearly define a change initiative in the first place
  • Understand the drivers of change – and whether they’re sufficient to undertake the initiative
  • Discover why understanding what might happen if you don’t change is an important factor in success
  • Learn how to identify risk factors and define mitigation plans

Icon of human juggling a lightbulb, gear, and personModule Four – The phases of change

A change initiative is much more than a project, even though that’s how it’s often viewed. To lead change, we must understand the phases of people’s experience of change.

  • Define and describe each of the six (sometimes seven) phases of change
  • Identify why the seventh is “sometimes” (though almost inevitable)
  • Understand the appropriate response path, communication strategy, and leadership approach for each phase

Icon of people around a circleModule Five – Stakeholders

Your change initiative impacts many more people than you might think – and identifying them all is crucial for designing your communication plan.

  • Identify all the groups impacted by the change
  • Evaluate the magnitude of the impact on each
  • Begin defining your communication strategy

Icon of two people talkingModule Six – Communication

Communication is where many change initiatives start breaking down. Once you know who (your stakeholders, from Module Five), you can define the what, when, and how to engage their interest and commitment and overcome resistance.

  • Become very, very clear on what happens when communication is inadequate or breaks down
  • Learn why different stakeholder groups need different levels and types of communication
  • Understand exactly what needs to be communicated to each group
  • Identify the different communication formats and how to pick the right one at the right time
  • Define and plan your communication schedule for each stakeholder

Icon of a hammer and screwdriverModule Seven – Tools for managing resistance

All change includes resistance. (Just think of your last New Year’s resolution…) Change leadership requires us to understand the actual science – brain science, neuroscience, hard facts – behind why people resist change. Only then can we guide our teams through and create forward momentum toward the goal. Failing to manage employee resistance – including denying that it exists – is a sure road to delays and failure.

  • Discover the practice and power of professional empathy
  • Learn the Truly Transformative Question – and how to use it
  • Add the tools of mirroring and labelling to your leadership toolbox (credit: Chris Voss and his book Never Split the Difference: negotiating as if your life depended on it)
  • Learn why “No!” can be your friend
  • Understand why identity – at the individual, team, department, and company level – matters so much
  • Explore the potential unconscious competing commitments that may get in your way

Icon of a hammer and screwdriverModule Eight – Trust: the truly essential component for success

Without trust between all stakeholders, but especially between you and those stakeholders, you’re simply not going to get very far.

  • Define trust in a way that actually works
  • Learn the crucial steps to establish trust between yourself and your team, your peers, and your management
  • Understand the (very important) differences between change leadership as an internal employee, versus being hired in from outside

Icon of a hammer and screwdriverModule Nine – Leading change as a new hire – or established employee

New hires – especially those brought in specifically to lead a change initiative – face one set of unique challenges. Established employees face a different set.

  • Learn how to hit the ground running as a new hire
  • Understand the differences between building trust as a newbie, versus someone well known
  • Consider and plan for what could go wrong, in either case

Unhappy faceModule Ten – Practice

Have you ever taken a course or attended a workshop, loved and enjoyed what you learned, and then, back at your desk … um. How do I do this again?

There’s a reason for that: the brain learns by doing, not by reading or watching. Of course reading and watching is essential to gain the basic information, but then we must do.

Which means practice is essential, and in this module you’ll have opportunities to practice all the tools you learned throughout the course. And I promise: most will be practical and real, and very few will be hokey or cheesy!

Icon of an open bookModule Eleven – Case studies

How does this actually work in the real world? In this module, you’ll explore case studies of successful as well as unsuccessful corporate change initiatives, drawn from interviews with leaders and employees who actually experienced them.

  • Creating a cross-department Knowledge Management function within a highly siloed tech company
  • Solving excruciatingly high (80-plus percent annually) turnover at a healthcare non-profit.
  • Restoring professionalism and trust at a police department deemed in an evaluation to be “the worst in the country.”
  • Implementing modern development procedures in an old-school, old-guard technology company.
  • Additional case study interviews in progress, and will be added here as they’re finalized

Icon of an open bookModule Eleven – Final exam

To receive your certificate of completion (always helpful for impressing your manager and including on a resume!), you’ll need to complete the final exam with a passing score.

Having a hard time convincing your boss to support you in taking this course? Tell them there’s a final and a certificate, and they might be more interested!


Change initiatives should succeed more often than they fail.

It starts with you, the leader, and your skill at leading change.

Your investment: $450

This is a PRE-RELEASE price. The final price will be at least $900.

The program is in development and will be released in early Q1 of 2021.


click here to buy at the pre-release price


Frequently Asked Questions

What can I do to convince my boss to pay for this for me?

Download this Guide. It walks you through the best approach to getting your manager to support your professional education.

How long will I have access to the materials?

Forever! You have lifetime access to all course materials. Well, as long as I’m alive and keeping this website running, anyway!

Do you offer a guarantee?

When you sign up for the Change Leadership program, I guarantee that you’ll get the best tools, concepts, and approaches that I have to give you. Since it’s up to you to study, learn, and apply the material, I respectfully don’t give refunds. If you have questions, you’re always welcome to email me at support@gracejudson.com and we can explore whether it’s the right program for you.

What if I was at one of your Change Leadership presentations – is it worth the time and money to take this program?

Yes, absolutely.

First, there’s the value of reviewing what you already learned, in a format that’s specifically designed to help you learn, practice, and retain the tools and concepts. (Let’s face it, no matter how excellent a conference session or one-hour workshop may be, it’s not designed for long-term retention – even with the email followup I offer.)

More to the point, there’s a LOT of new information and tools. More ways and ideas for practice. More support. And case studies to help you experience how this actually works.

Do you offer personal support?

You have the option to purchase coaching sessions with me at a reduced rate per session.

Can I email you with questions?

If you need technical support accessing the materials, you can email support@gracejudson.com.

Every module has a Comments option, where you can ask questions and exchange ideas with other students. I do my best to stay alert to comments and respond to questions, but for support actually using the course content and tools, please consider individual one-on-one support.