Leading and Sustaining Change: Tools for Managers in Transformational Environments

In today’s fast-paced business environment, the ability to adapt and lead through change has become an essential skill for middle managers. Industries such as technology, finance, healthcare, and security are facing unprecedented levels of disruption, and organisations need leaders who can navigate these changes effectively. This one-day course equips middle managers with the mindset, tools, and frameworks to lead confidently in an era of continuous transformation.
 

Designed specifically for Singapore’s dynamic market, this course provides practical strategies to drive sustainable results, manage resistance, and foster team alignment. Using change management models and the Learning Organisation concepts of Peter Senge, participants will learn to engage teams, build resilience, and create a positive impact within their organisations.
 

Participants will have the opportunity to bring a real-world change project from their organisation or select one from a list curated by the facilitator. These projects will serve as hands-on practice fields where participants can apply the course’s tools, frameworks, and strategies.
 

Consider your own experiences with change—whether you’ve implemented a new performance management system, redesigned a finance model, or restructured your organisation. You’ll choose a project, past or upcoming, to focus on during the course. Example projects might include:

• Transforming meetings into productive spaces for sharing, learning, and decision-making.
• Developing a comprehensive framework to enhance career coaching processes.
• Fostering a culture of mutual learning through generative, open conversations.

1. Building a Common Language - The goal is to establish the importance of middle managers in driving change and setting the stage for active engagement.
2. Key Principles of Change Management and Framework - Research on change management models and frameworks involves studying and comparing various change models like Lewin’s Change Model, McKinsey’s 7S Model, P-D-C-A, Appreciative Inquiry 4D, Kotter’s 8-steps, ADKAR, and Whole-System Architecture. The key takeaway is that there is no one-size-fits-all approach; the quality of thinking and depth of knowledge will guide the specific steps an organisation takes. The facilitator discusses the importance of looking at prior change models and how they have contributed to an integrated change model to manage the human aspects of implementing change. The goal is to offer practical tools for building and managing change initiatives with clear action steps. Additionally, middle managers will gain actionable insights into effectively managing change while using Appreciative Inquiry to encourage collaboration, creativity, and momentum in evolving business environments.
3. Learning Organisation (LO) and Change - Introduction to Peter Senge’s concepts of Personal Mastery; Building Shared Vision and Team Learning. The goal is to focus on human-centered approaches, enabling managers to use LO principles to foster a collective team commitment to change.
   • Personal mastery: Who I am determines what I do and how I lead.  Building shared vision: What do we care about creating together?
   • Mental Model: What assumptions or beliefs do I hold about this situation, and how might they influence my perspectives?
   • Team Learning – How can we create a culture of psychological safety within our team to encourage open communication and idea sharing?
   • System thinking – What are the interdependencies and feedback loops that contribute to the current state of this system?
4. Proven Best Practices for Managing Change - The goals are to:
   • Personalise resistance management by considering individual responses to change, identifying and addressing resistance within teams, making changes stick, and ensuring psychological safety
   • Build relational capital and foster better stakeholder relationships in order to facilitate smoother and more impactful change initiatives
   • Craft a clear, persuasive story to gain stakeholder buy-in
5. Reflection & Application - Planning for Your Change Initiative – The goal is to ensure participants leave with a concrete plan to apply learning immediately, enhancing long-term retention and applicability.