Cambridge
Academy
In London

Introduction

This course helps leaders coach individuals and teams through change—reducing resistance, strengthening communication, and building commitment so transitions are adopted faster and sustained over time.

Course Objectives

By the end of this course, participants will be able to:

·        Understand why people resist change and how to respond constructively

·        Use coaching to build clarity, ownership, and confidence during transitions

·        Communicate change messages with empathy, consistency, and impact

·        Coach performance and wellbeing during uncertainty and workload shifts

·        Create simple plans to sustain adoption and reinforce new ways of working

Target Audience

This course is designed for:

·        Managers and senior leaders leading change initiatives

·        Team leaders, supervisors, and project/program leads

·        HR/OD and change champions supporting transformation

Course Outlines

Day 1: Change Fundamentals and the Leader as Coach

·        What changes: processes, roles, behaviors, identity, culture

·        Common reactions to change and the “change curve” basics

·        Coaching vs telling during change: when each is needed

·        Activity: Identify one current change and key people impacts

Day 2: Coaching Clarity and Alignment

·        Translating change into “what it means for me/us”

·        Defining expectations, roles, and success measures

·        Coaching for ownership: goals, choices, and commitments

·        Exercise: Create a stakeholder map and coaching approach

Day 3: Coaching Through Resistance and Difficult Emotions

·        Types of resistance: fear, confusion, overload, loss of control

·        Listening skills and powerful questions to uncover root causes

·        Reframing: from problems to options and support needs

·        Workshop: Practice a resistance coaching conversation 

Day 4: Coaching New Behaviors and Performance During Transition

·        Coaching adoption: habits, routines, and capability building

·        Feedback and accountability: check-ins, action tracking, support plans

·        Managing performance dips and maintaining service/quality

·        Case practice: Coach a team member struggling with new ways of working 

Day 5: Sustaining Change and Building a Change-Ready Culture

·        Reinforcement: recognition, storytelling, and visible leadership habits

·        Learning loops: retrospectives, lessons learned, continuous improvement

·        Measuring adoption: simple indicators and pulse feedback

·        Action planning: 30–60–90 day coaching plan for a live change initiative