Leading Teams through Organizational Change
Enhance your leadership skills to better understand the people aspects of managing organizational change.
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At a Glance
- Enrollment
- Open Enrollment
- Duration
- 6 weeks
- Format
- Online
- Total CEUs
- 3 CEUs
- Investment
-
$2,500
Upcoming Dates
The University of Chicago’s Leading Teams through Organizational Change online course will help you become a better leader and achieve successful sustained change by providing you with knowledge and skills around managing, planning, and overseeing the human dimension. Over six weeks, you will explore key factors such as culture, team dynamics, stakeholder management, and individual commitment and engagement.
Participants will explore the human capital implications of leading teams through organizational change. The course is designed to provide leaders or managers with deeper understanding and practical approaches to successfully navigating this complex process.
After completing the course, you will be able to:
- Lead and prepare to oversee and execute change in your organization
- Recognize the distinct responses of people and teams as they encounter change and uncertainty, and be able to offer affirming guidance
- Build your practical tool kit and apply a leadership framework for anticipating and planning for change in your organization
- Refine your knowledge of an effective organization’s structure, culture, and critical context and the impact of each on the people aspects of change
Designed For
This course is designed for both early- and mid-career professionals operating in medium- to large-scale organizations who have or in the near future aspire to have responsibility for managing teams and are expected to lead them through organizational change.
Learn About the Human Capital Implications of Organizational Change
Get in touch with our admissions team to learn how our Leading Teams through Organizational Change course can help you be a more effective leader.
Schedule a CallCurriculum
Learning objectives
- Understand and explain the key human dimension elements of how teams interact and respond to change and what leaders can do to address concerns in times of uncertainty
- Anticipate and describe how organizational structure can influence change, as well as the advantages and risks associated with different models and how to approach them
- Plan and be ready with actions and strategies to mitigate risks and maintain motivation as teams endure the stress of organizational change, and address important potential barriers such as stakeholder resistance or lack of commitment
- Consider local and organizational culture as key contexts of how change is perceived, and plan for actions that can help mitigate risk and increase commitment
- Develop initiatives that promote effective communications and individual and team engagement, critical elements of credibility, and emotional commitment in successful change, especially in a global context
Weekly course schedule
Explore concepts that include globalization in context, culture, and organizational culture, organizational evolution, and leadership’s role in change and preparedness.
Understand organizational structure models and their attributes and the associated complexities and difficulties within a matrix organizational structure.
Examine team interaction and behaviors, stakeholder management issues, techniques and tools to help a team analyze stakeholders, change impact, and resistance, and roles of people during change.
Action Planning and Communications
Learn how to effectively plan for key actions and maintain team morale and resiliency. Explore the roles of formal organizational communications and informal communications, especially in a global context.
Empathy, Engagement, and Resiliency
Understand human factors, emotional commitment, and how to maintain high engagement in a team. Address setbacks and failures. Explore concepts like recognition and reinforcement and the importance of preserving safety and trust.
Culture and Human Capital Transformation
Analyze case studies and put it all together into a plan, sharing key learnings, exploring success and monitoring, and looking ahead.
Meet your instructor
Roberto Cabanelas, MBA, MSc
Vice President of Corporate Human Resources, Archer Daniels Midland
Roberto (Robert) Cabanelas is currently Vice President of Corporate Human Resources for Archer Daniels Midland. He acts as the senior HR leader for the corporate groups and works closely with senior executives as their advisor in talent and organizational actions and strategies. He has also led...
Career Outlook
Change assumes diverse forms. Change management has grown in response to digital innovation and the breakneck speed at which the world moves today. Organizations are implementing new technologies, processes, business models, and approaches to working to keep pace with the shifting landscape. Professionals skilled in active listening, clear communication, and human relations are essential to supporting smooth transitions that retain morale and productivity. As such, leaders who can guide people through organizational change are vital to the sustainability of any business and are in demand across industries.
The average annual base pay for a change management lead in the United States
The percentage of organizations that expect to multiply firm wide change initiatives over the next three years
Anticipated growth in spending on consulting by 2024 for organization and change management
Potential job titles
- Business Owner
- Change Management Consultant
- Change Management Lead
- Change Manager
- Chief Executive Officer
- Corporate Human Resources Director
- Digital Transformation Specialist
- Global People Transformation Lead
- Head of Talent and Culture
- Human Resources Director
- Human Resources Manager
- Project Manager
- Strategic Communications Manager
- Training and Development Manager
- Transformative Leader
- Vice President of People
- Virtual Team Leader
