LEADING CHANGE
Navigating Organizational Change Through Transition and Resistance
Lead organizational change through theatre pedagogy mastering Kotter's 8 stages and Bridges's transitions—treating resistance as data, building coalitions, and guiding people through endings to new beginnings for sustained transformation success.
What This Programme Is
Leading Change & Transformation develops capacity to lead organizational change through John Kotter's eight-stage process, William Bridges's transition model distinguishing change (situational) from transition (psychological), and understanding resistance as data rather than obstacle. This program addresses the reality that most change initiatives fail not from poor strategy but from underestimating the human dimension—the psychological transitions people must navigate, the loss they must process, and the meaning-making required. Theatre provides methodology for rehearsing change leadership, working with resistance productively, and creating compelling narratives that help people move through endings, neutral zones, and new beginnings.
Who This Is For
Leaders responsible for organizational change initiatives
Change management professionals and OD practitioners
Executives navigating mergers, restructures, or transformations
Anyone leading cultural change beyond structural change
Mid-level leaders implementing change designed by others
Leaders needing to build change capacity throughout organization
Format
Highly experiential including change scenario simulations, resistance dialogue using Forum Theatre, transition ritual development, change narrative creation and delivery, stakeholder mapping and engagement rehearsal, and guiding coalition building exercises. Participants bring real change initiatives to work on throughout program.
What You'll Develop
Core Capabilities:
Kotter's eight stages: create urgency, build coalition, form vision, communicate vision, enable action, generate short-term wins, sustain acceleration, institute change
Bridges's transition model: endings (letting go), neutral zone (liminal space), new beginnings (emergence)
Understanding resistance as protective, intelligent response to loss
Working with loss: what must be mourned before people can move forward
Creating change narratives that make meaning of transformation
Building change agent networks and guiding coalitions
Navigating the "messy middle" of change with resilience
Key Competencies:
Diagnosing readiness for change and identifying sources of resistance
Creating urgency without creating panic
Forming and leading guiding coalitions across organization
Communicating change vision through multiple channels and stories
Removing obstacles and enabling action at all levels
Celebrating short-term wins while maintaining momentum
Anchoring change in organizational culture
Supporting people through psychological transitions, not just situational changes
Managing own stamina and resilience as change leader
