Udemy
Turn what you know into an opportunity and reach millions around the world.
Learn More
Your cart is empty.
Keep shopping
Change Management: Lead Teams Through Resistance
New
10 students

Change Management: Lead Teams Through Resistance

Assess change readiness, understand concerns and plan communication, adoption support and implementation reviews.
Created byDr. Law Payne
Last updated 11/2026
English

What you'll learn

  • Investigate concerns about a proposed change before labeling employees resistant.
  • Assess readiness, stakeholder needs, practical capability and sponsorship.
  • Plan a bounded adoption test with support, communication and evidence to review.
  • Adjust an adoption plan when observations reveal risks, constraints or unanswered questions.

Course content

2 sections • 10 lectures • 1h 47m total length

  • The decision and the first useful result10:49

    Treat readiness concerns as distinct work questions. Separate record quality, capability and coverage, then identify the authorised evidence check needed before the next implementation decision.

    Open Resources beside this lecture. Download the Change Readiness Diagnostic learner worksheet and accompanying case packet. Make your own attempt before reading the worked interpretation, then use the transfer task in an appropriate workplace situation.

  • Readiness in practice11:34

    Define readiness using evidence, learning effort and authorised coverage. Calculate the nine-person learning demand and preserve the difference between accepted test conditions and completed results.

    I designed the Readiness Evidence Worksheet to turn this lesson into a practical decision. Open Resources beside Lecture 2 and download the case workbook. Complete your own response first, check the worked interpretation afterward, then apply the transfer prompts to an appropriate situation in your own work.

  • Resistance and the evidence behind it11:12

    Assess change concerns using the evidence and their practical consequence. Distinguish Elena’s record discrepancies, Marcus’s practice need and Lorna’s navigation concern before selecting an appropriate response.

    I designed the Concern Assessment Worksheet case workbook to help you practise this decision. Open Resources beside Lecture 3 and download the workbook. Write your case response before reading the worked interpretation, then use the transfer fields to prepare an appropriate decision in your own workplace.

  • Sponsorship without hidden assumptions10:39

    Make sponsorship practical. Map Daniel and Naomi’s decision roles, secure specialist repair and support contributions, and preserve readiness gates when evidence challenges the planned date.

    I designed the Sponsorship Worksheet case workbook to help you turn this lesson into a practical action. Open Resources beside Lecture 4 and download the workbook. Make your own attempt before reading the worked interpretation, then use the transfer fields to prepare an appropriate decision in your own work.

  • The foundation case and your first deliverable10:50

    Prepare an evidence-based readiness decision and a six-case workflow simulation plan. Separate completed field repairs, supported practice and resolved usability concerns from the pending simulation and separate live-reliance authority.

    I designed the Foundation Adoption Workbook case workbook to help you turn this workshop into a practical deliverable. Open Resources beside Lecture 5 and download the workbook. Complete your own attempt before checking the worked interpretation, then use the transfer fields to prepare an appropriate action in your own work.

Requirements

  • No management qualification is required. Bring an appropriate workplace example and a way to use the downloadable exercises.

Description

This course contains the use of artificial intelligence.


You explained the change. The slides were clear. The meeting ended with nods around the room.


Two weeks later, people are still doing the work the old way. Before you call that resistance, ask what the change looks like from their side. What are they being asked to lose, learn or trust before they've seen it work?


I'm Dr. Law Payne. My Doctor of Business Administration specialises in Organizational Leadership and Development. I created this course for managers, project leaders and business owners responsible for helping people adopt change.


You'll assess readiness, investigate concerns and plan communication around what different people need to understand and do. We'll connect sponsorship, small experiments and reinforcement to the work of making change stick.


Bring a change you're responsible for into the exercises. You'll use the downloads beside the lessons to investigate concerns, identify adoption barriers and plan a useful first test. Worked examples help you connect your message to what people actually need to do, with support and checkpoints beyond the announcement itself.


You care about the result. Help your people see a credible way to get there with you. Enrol today, and let's turn your next change announcement into the beginning of a more thoughtful implementation.

Who this course is for:

  • Managers, team leaders and business owners responsible for helping employees adopt a workplace change.

Report abuse