The New Fundamentals of Management (6 Course Bundle)

Learn a practical approach to change management as an everyday skill, customize templates to your context, build a change plan, and engage stakeholders to drive the people-focused process.

Drive forward by embracing everyday change management, empowering teams to adapt quickly, satisfy customers, and build a company built to change in a chaotic, competitive environment.

Understand that change is everyday and personal, and apply a simple, scalable model to recognize, analyze, plan, act, evaluate, and sustain adaptive, transitional, or transformational change across teams.

Explore change management strategies for adaptive, transitional, and transformational changes, using force-field analysis and an eight-step process to build urgency, guiding coalitions, vision, empowerment, and sustained change.

Lead change daily by clarifying a purpose and goal, not a rigid plan, and empower people through training and engagement; manage who participates to drive agile, sustained change.

Apply change management concepts, deploy the Carter model where suitable, and use tools and templates while reflecting through conversation to drive change.

Explore how leaders influence people and empower teams to collaborate, using models and tools to boost productivity and achieve the organization's goals.

Explore how teams in a team-based enterprise form, interdependence, and joint decision making, and how leaders build and sustain high-performing teams.

A leader defines team effectiveness by delivering results, teaming, and individual value, and creates the right environment with an enabling structure, unified identity, and necessary support for a common goal.

Discover how leaders forge high-performing teams by guiding forming, storming, norming, performing, and journey stages while applying the gripping model to clarify goals, roles, processes, and interpersonal relationships.

Lead virtual teams effectively by applying a four-stage virtual teaming process—planning, forming, performing, and producing—focusing on inclusion, collaboration, and technology choices to drive organizational success.

Leverage virtual teams to unlock diverse talent across geographies while fostering interdependence, common goals, and joint decisions.

Explore the virtual teaming process, from planning and forming to performing, norming, and adjourning, and assess effectiveness by results, learning, and individual growth.

Define purpose and context in the planning stage, allocate time for upfront overhead, and set governance to enable autonomous virtual teams.

Select the right team members and communication technology, launch the team, and run the first meetings to build relationships using GRPI: goals, roles, process, and interpersonal relationships.

Lead the performing stage by balancing task execution and relationships, using clear goals, roles, and a knowledge repository, while monitoring milestones, inflection points, and after-action reviews.

Lead virtual teams by fostering diversity and inclusion, building psychological safety, and ensuring every member speaks up and contributes equally through inclusive culture and clear communication protocols.

Review the four-stage virtual teaming process and how inclusiveness, psychological safety, and clear communications enable successful virtual collaboration, then apply planning, forming, and guiding through the stages with mentorship.

Managers adopt a real-time, agile approach to performance management, setting clear standards, assessing with data, and continuously discussing and adjusting to help people and the organization succeed.

Define good performance through a real-time, three-part process: agree, assess, and discuss and adjust, using mutual objectives and SMART goals to drive organizational results.

Learn to assess performance in real time by balancing delivered results with team values and behaviors, using the results values matrix and the ability-motivation-system.

Discuss and adjust performance management by guiding managers to continuously coach employees, use data-driven assessments, sustain ongoing dialogue, and tailor coaching or counselling to meet expectations.

Empower individuals to achieve their goals through real-time performance management, applying tools and techniques to improve performance, and engaging coaches and mentors to optimize human capital investment.

Learn how managers enable employees to realize their full potential and achieve organizational results through a practical development process of needs identification, IDP, coaching, and ongoing growth.

Develop talent through a real-time, ongoing process that links individual growth to organizational goals, balancing internal development and external hiring to sustain engagement, performance, and adaptability.

Identify development focus with the employee, gain agreement on goals, act on that plan, and repeat with ongoing feedback and coaching to boost performance and prepare for future roles.

Identify and implement an individual development plan as a real-time roadmap, defining a precise development goal, planned activities, and measures, guided by experience, exposure, and education.

Explore how real-time feedback and coaching drive talent development, blending feedback, mentoring, and development plans to improve individual performance and organizational results.

Developing people remains a core management responsibility, boosting engagement, retention, and productivity to drive organizational results. Use feedback and coaching to foster growth and keep talent evergreen through ongoing development.