Modern Leadership: Managing Change
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Modern Leadership: Managing Change

Manage Change Effectively - How Collaboration Can Help When You Lead and Manage Change.
4.1 (66 ratings)
Instead of using a simple lifetime average, Udemy calculates a course's star rating by considering a number of different factors such as the number of ratings, the age of ratings, and the likelihood of fraudulent ratings.
1,046 students enrolled
Created by Denise Fletcher
Last updated 9/2017
Current price: $10 Original price: $50 Discount: 80% off
5 hours left at this price!
30-Day Money-Back Guarantee
  • 1.5 hours on-demand video
  • 2 Articles
  • 1 Supplemental Resource
  • Full lifetime access
  • Access on mobile and TV
  • Assignments
  • Certificate of Completion
What Will I Learn?
  • Appreciate the nature of change today and its impact on people
  • Distinguish the difference between a change avoider and a chase chaser
  • Describe what is meant by collaboration
  • Recognise the benefits of collaboration and change.
  • Identify the skills of collaboration.
  • Formulate a plan of action to implement to be better at collaboration
View Curriculum
  • An open mind
  • A desire to learn and then take action

 "Change is the only constant in the world" ~ Heraclitus 

Learn how to adapt to this constant change and get the most of the change process.

Change Management is often a "process" that doesn't go according to plan and causes leaders and teams much stress. This is because the people factor is often not taken into consideration. This course offers YOU a solution.

This course helps leaders and individuals get to grips with understanding the emotional impact of change. The benefits of this are that just by understanding the emotional impact means that the impact of a change initiative is lessened. It focusses on how collaboration benefits the change process and can play a major role in minimising the emotional impact of change.

One of the main features of this course is its practical nature: in addition to short video lectures you can complete short reflective exercises resulting in an action plan to implement post-course. This means you can make changes back in the workplace that will benefit you and your team.

In addition to this you have access to me via messages and discussions. Once you joined the course, you will get all updates and new lectures free of charge in addition to supplementary material.

I am passionate about change management and I'm really keen to engage with students.

Although this course is aimed at people and organizations involved in change management the information can also benefit individuals going through personal changes.

Who is the target audience?
  • Managers and Team Leaders
  • Potential Managers
  • People who want to understand change
  • People who want to understand how collaboration can help change
Students Who Viewed This Course Also Viewed
Curriculum For This Course
21 Lectures
1 Lecture 03:11
This is the overview of the whole course explaining the roadmap for the programme. The course covers Change Theory Collaboration Skills of Collaboration Action - what action are students going to take after the course The introduction also highlights the learning objectives for the programme You will be able to appreciate the nature of change today and it's impact on individuals You will understand the difference between change follower and a chase chaser. You will be able to define what is meant by collaboration. You will be able to recognise the benefits of collaboration and change. You will be able to identify the skills of collaboration. You will know what you action you need to take to be better at collaboration. Finally Students are invited to interact and share their own stories
Preview 03:11

Personal Reflection
Change for You
2 questions
7 Lectures 38:05
Introduction to the theory of change and how technological advances means change is much more rapid today. Summarising that change has always been part of our lives from birth to death but now we need to be more prepared as changes are coming much quicker.
Preview 05:44

This lecture explains the emotional response to change curve and why we find change difficult and emotional. By the end of the lecture students will understand the natural stages people go through when a change happens including shock, anger, denial, resistance, depression,acceptance and moving-on.
The Emotional Response to Change

This lecture includes more advanced notes about the Emotional Response to Change looking at each of the stages. There is also a link to the Kubler Ross Model which the Change Curve theory was developed from.
Additional Notes - The Emotional Response to Change

This exercise helps students reflect about their own emotional responses to change and how understanding this can help them with future changes. The purpose of the exercise is so that students can tap into their own emotions so they understand the stages that people go through during change.

Preview 01:46

This lecture helps students understand the traits of Change Avoiders more fully. Also acknowledging that we can all be a Change Avoider at times
Change Avoiders

This lecture is all about being a positive change chaser. By the end of the lecture students will have an understanding of the behaviours and traits of change chasers. This lecture also looks at famous people who show these change chaser traits. Finally students will be asked to reflect on what they need to do to be more of a change chaser.
Become a Change Chaser

This exercise helps students to reflect about whether they are "Change Avoiders" or whether they are "Change Chasers". Also the exercise asks the student to think about what could they do to be more of a "Change Chaser". This exercise can help students to think about what action they can take after the course.

Reflection: Change Avoider or Change Chaser? What are You?

This quiz checks the understanding of change and the emotions people feel during change

6 questions
2 Lectures 06:59
This lecture defines "Collaboration". And how collaboration is different to team working.
What is Collaboration?

This lecture examines why collaboration can really benefit the implementation of change and why people, teams and organisations should collaborate. Collaboration can not only help change be implemented but also is good for the emotional welfare of individuals and teams.
Why does Collaboration help Change?

A quiz to check understanding of the definition of collaboratio

2 questions
The Skills of Collaboration
3 Lectures 16:31

This exercise precedes the lecture on skills so that students can reflect about the skills of collaboration. This helps the student to really embed what collaboration is and think about what's involved.

Reflection: What Skills Do You Need To Collaborate?

This lecture explores the skills of collaboration and highlights how collaboration is much more than just team work.
The skills of Collaboration

This exercise gives students a chance to assess their skills of Collaboration with a view to creating a plan of action to develop after the course.

Reflection: Assess Your Skills of Collaboration

This quiz checks understanding of the skills of collaboratio

Skills of Collaboration
4 questions
Additional Change Management Material
6 Lectures 33:49

Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. This model helps explain how teams develop and can be useful for leaders to know during times of change or implementing new projects.

Tuckman's Team Development Model

Belbin first began studying teams at Henley Management College in the 1970s.

Belbin created scenarios / simulations and tested them out time and time again with various teams. Initially he believed that if you put high intellect people together that they would be more successful. But he discovered that this wasn’t the case and that people had different skills / strengths. And intellect wasn’t really a feature.

The most successful companies tended to be those with a mix of different people, i.e. those with a range of different behaviours. In fact, eight separate clusters of behaviour turned out to be distinctive and useful, with the balance required dependent on the purpose and objectives of the team.

This lecture looks at the types and team members Belbin recognised

  • Implementer
  • Coordinator
  • Shaper
  • Plant
  • Resource Investigator
  • Team Worker
  • Monitor Evaluator
  • Completer Finisher

Belbin's Theory of Team Types

So difficult to have perfect people but is it possible to have a perfect team -Belbin thought so as long as there was "balance". So does your team have balance?

And what are the reasons for using Belbin's Team Roles?

Belbin's Team Roles in YOUR Team

John Kotter’s book, ‘The Heart of Change’ (2002), presents a model for understanding and managing change. Each stage acknowledges a key principle relating to people' s response and approach to change, in which people see, feel and then change. The model is based on research which shows that there are eight critical steps an organisation or team needs to go through to ensure that change happens and sticks. This video quickly summarises the main steps. 

Kotter's Theory of Change

Knoster argues that enduring organizational change requires the presence of these five elements: vision, skills, incentives, resources, and a plan

Part of the power of this model is that - in addition to identifying elements that must be present for successful change management  it also highlights specific emotional outcomes for your team when any one element is missing. This lecture explores the model.

Knoster's Complex Change Theory

Communication during change is often criticised. Here are some tips for communicating change effectively.

Tips for Communicating Change
2 Lectures 03:59
This lecture is about reviewing the objectives and evaluating learning so that students are clear about what they are going to do after the course.
Conclusion and ACTION

About the Instructor
Denise Fletcher
4.2 Average rating
286 Reviews
11,828 Students
9 Courses
Success coach at Enabling Transitions

Why choose me as your course instructor?

I have spent half my career working for various organisations seeing both good and bad practice in leadership, management and change projects. Out of frustration at how bad leadership and change can be I decided to try and do something about this and hence Enabling Transitions, my business was born. I enjoy my work and love making a difference for individuals and organizations.
People buy my services because I am practical, passionate about people and plain speaking.

A summary of my experience:

I have over 20 years experience as a Leadership Coach and Trainer working with small, medium and large organisations across all sectors including the public sector and Not for Profit Sector. I am qualified as a Trainer and a member of the Chartered Institute of Personnel and Development. I cover all aspect of the training cycle from training needs analysis, design, delivery and evaluation.

In addition to this I am qualified at Masters Level in Business and Executive Coaching. I am passionate about one-to-one coaching, team coaching (Action Learning) and creating coaching cultures in teams and organisations.

I specialise in Coaching and Organisational Development and have worked on a number of change projects including Creating Coaching Cultures, Values, Performance Management Processes, Competency Frameworks and Leadership Style Change.