Enhance your Ability to Embrace and Successfully Manage the Impact of Change

Change is inevitable.

For many organisations change can become a regular occurrence. Accordingly, dealing with change and, more significantly, the impact of change, is a high priority for organisations. It is therefore important that individuals have the opportunity to develop their capabilities to deal with change before, during and after it occurs.

Our Change Management qualifications are designed to help organisations and their people manage the impact of change. Supporting training courses focus on the theories of how change affects, and is affected by, individuals, teams, organisations and change leaders, helping individuals and organisations:

  • Unlock resistance to change;
  • Enable teams to work effectively to deal with and embrace change;
  • Speed up the implementation of change initiatives.

What is the Change Management certification?

APMG Change Management Logo
Endorsed Education by Change Management Institute

The Change Management certification consists of Foundation and Practitioner levels, and covers a wide range of knowledge regarding the theories and practices of change management, including:

  • Change and the Individual;
  • Change and the Organisation;
  • Communication and Stakeholder Engagement; and
  • Change Practice.

Target Audience

The Change Management certification is designed for candidates:

  • who are change managers and aspiring change managers;
  • who are involved in change programmes or organisations going through change;
  • who are involved in the design, development and delivery of change programmes;
  • who are change leaders, change agents, change implementers, change support and operational line managers or team members;
  • who require the working knowledge of the key principles of change management;
  • who need to know the terminology used and some of the theory behind the practice;
  • who plan to achieve both the Change Management Foundation and/or Practitioner qualifications.

Course Outline

Area 1: Individual Change

  • Learning Process, Learning Dip and Kolb's Learning Cycle
  • Pavlov and Skinner's examples of Rewards and Punishments
  • McGregor and Herzberg Motivation Theories, and Cognitive Approach to Change of Achieving Results and Setting Goals
  • Techniques for Changing Beliefs and Performance
  • 'Change Curve', Virginia Satir Model, and Maslow's Hierarchy of Needs
  • Gestalt's Approach to Individual and Organisational Change and the Gestalt Cycle
  • MBTI® Personality Preferences

Area 2: Team Change

  • Theories and Models about the Nature of Teams
  • Characteristics and Outcomes associated with the Glaser and Glaser's 5 Elements that Contribute to the Level of a Team's Effectiveness and Ineffectiveness
  • Characteristics of Tuckman's Model of Team Change
  • Leadership Issues in Team Change

Area 3: Organisational Change

  • Morgan's Key Beliefs and Assumptions about Organisational Metaphors
  • Lewin's Force Field Analysis and 3-Step Model of Organisational Change
  • Beckhard and Harris' Change Formula
  • Bullock and Batten's 4 Phases of Planned Change
  • Kotter's 8-Step Model
  • Bridges' 3-Phase in Managing Transition
  • Principles of Environmental Systems for Sustaining and Renewing Organisational Change
  • Nadler and Tushman's Principles and Congruence Models of Effective Management of Transformation Process

Area 4: Leading Change

  • Leader's Role linked to Morgan's Organisational Metaphors
  • Bennis' Characteristics and Kotter's Description of Visionary Leadership
  • Characteristics of Theories and Leadership Approaches by Bass Bryman, Gardner, Heifitz and Laurie, and Lipman-Blumen
  • Senge's Dispersed Leadership and O'Neill's 4 Key Roles for Successful Change
  • Goleman's Characteristics of Leadership Styles and Emotional Competencies for Leaders
  • Kotter's, Kanter's and Bridges' Leadership Focus for Different Phases of Change
  • Importance of Self-Knowledge and Inner Resources and their Usage to Improve Leaders' ability to Lead Organisational Change
  • Use of Visionary Leadership and Different Focus of Leadership and Management
  • Different Types of Leadership Approaches, Styles and Skills
  • AIDA(s) Framework regarding Stakeholder Engagement
  • Knowledge in Choosing Which Leadership Approaches, Roles and Styles to be Adopted for Leading Change Situations

Change Management Exam Format

 Change Management FoundationChange Management PractitionerChange Management Re-Registration
Question TypeMultiple ChoiceMultiple Choice;
objective testing based on a case-study scenario
Multiple Choice;
objective testing based on a case-study scenario
No. of Questions5080 (4 main questions,
each subdivided to 20)
20 (2 main questions,
each subdivided to 10)
Duration40 minutes2.5 hours1.5 hours
Passing Score (%)25 out of 50 (50%)40 out of 80 (50%)20 out of 40 (50%)
Exam StyleClosed-bookRestricted open book
– only the Official Manual
may be used
Restricted open book
– only the Official Manual
may be used

"The whole is more than the sum of its parts."

~ Aristotle