For 6 to 20 participants at your place of business

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Organizational transition and change may be the ultimate test of a leader and teams — no organization survives over the long term if it can’t reinvent itself. But human nature being what it is, fundamental change is often resisted mightily by the people it most affects: those in the trenches of the business.

The workshop uses the book and video, “Our Iceberg is Melting,” by John Kotter and Holger Rathgeber. The authors start with a fable about a penguin colony in Antarctica that has lived on the same iceberg for many years. When one curious bird discovers problem signs in the iceberg, few penguins want to listen to him. They are fine the way things are and don’t want to change. The story is analogous to the common situation where people don’t want to face up to difficult problems at home or work.

This workshop can be customized for specific industries and participant groups.


  • Leaders and Managers
  • Intact Teams – the leader and the team members


The Eight-Step Leading Change process developed by John P. Kotter of Harvard Business School as well as critical components such as:

  • Why most change initiatives generate only lukewarm results
  • Why transformation is a process, not an event
  • Critical mistakes such as declaring victory too soon
  • How to avoid loss of momentum
  • The stages of change and the pitfalls unique to each stage
  • How to boost your chances of a successful transformation


The Eight-Step Process for Leading Change

  1. Establishing a Sense of Urgency
  • Examine market and competitive realities
  • Identify and discuss crises, potential crises, or major opportunities
  1. Creating the Guiding Coalition
  • Assemble a group with enough power to lead the change effort
  • Encourage the group to work as a team
  1. Developing a Change Vision
  • Create a vision to help direct the change effort
  • Develop strategies for achieving that vision
  1. Communicating the Vision for Buy-in
  • Use every vehicle possible to communicate the new vision and strategies
  • Have the guiding coalition model and behaviour expected of team members
  1. Empowering Broad-based Action
  • Remove obstacles to change, change systems that seriously undermine the vision
  • Encourage risk-taking and nontraditional ideas, activities, and actions
  1. Generating Short-term Wins
  • Plan and create visible performance improvements or wins and recognize and reward employees involved in the improvements
  1. Never Letting Up
  • Use increased credibility to change systems, structures, and policies that don’t fit the vision, hire, promote, and develop employees who can implement the vision
  • Reinvigorate the process with new projects, themes, and change agents
  1. Incorporating Changes into the Culture
  • Articulate the connections between the new behaviors and organizational success
  • Develop the means to ensure leadership development and succession


This workshop uses video and tools to help teams and leaders understand and lead change. The toolkit for leading the change includes a guide to help teams focus discussions throughout the planning phase and to guide the transition project from start to finish. Other tools include Urgency Assessment, Building the Guiding Team, Increasing Urgency, Stakeholder Analysis, Communication for Buy-In, and a Communication Plan.

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Course Code: LSR717