Overview
Change is constant at work: new systems, new structures, new leaders, new expectations. People rarely resist change because they're difficult. They resist because they are uncertain, have lost something familiar, or feel it is happening to them rather than with them.
This course helps participants understand their own reactions to change, find their footing during uncertain periods and play an active part in shaping what happens next. It is particularly valuable before, during or soon after a significant change programme.
Who this course is for
- Teams going through restructures, mergers or relocations
- Staff adopting new systems, processes or ways of working
- Managers leading teams through change
- Anyone finding it hard to adjust to new circumstances at work
Signs your team would benefit
If any of these sound familiar, adapting to change training is likely to make a real difference.
- New systems or structures are being quietly worked around
- Rumours spread faster than official updates
- Productivity has dipped since a recent change
- Some people are disengaged, others openly resistant
- Managers are unsure how to lead their team through it
What participants will learn
- Why change feels uncomfortable, even when it's positive
- The common stages people move through during change
- How to manage uncertainty and the unknown
- Focusing energy on what can be influenced
- Asking useful questions about change
- Supporting colleagues who are struggling with change
Course objectives
By the end of the course, participants will be able to:
- Describe their own typical reactions to change
- Recognise where they and colleagues are in the change curve
- Use practical strategies to manage uncertainty
- Identify opportunities within change, not just losses
- Contribute constructively to change conversations
Key topics
- Reactions to change
- Loss and transition
- Uncertainty and control
- Circles of influence
- Constructive challenge
- Supporting others through change
What a typical session looks like
Every session is tailored, but most follow the same shape, moving from ideas to practice to a personal plan.
- 1
Start with your reality
We open with the situations your team told us about in our pre-course conversation.
- 2
Understand the core idea
Short, clear input on the model behind the course, without jargon.
- 3
Practise
Participants place a real change they're facing on the curve and plan what will help them, and colleagues, move through it.
- 4
Apply it to real scenarios
Groups work through examples drawn from your workplace and sector.
- 5
Leave with a plan
Everyone commits to two or three actions they'll try in the next week.
Benefits
For employees
- Less anxiety during periods of uncertainty
- A clearer sense of where they can make a difference
- Confidence to ask questions and raise concerns constructively
- Practical tools for adjusting to new ways of working
For your organisation
- Smoother adoption of new systems and structures
- Fewer rumours and less unproductive resistance
- Teams that engage with change rather than waiting it out
- Managers better prepared to lead people through transition
Delivery options
Adapting to Change training is available in two formats. Both are live, interactive and tailored to your organisation.
In-house training
In-house delivery allows the course to reflect the specific change your organisation is going through, with time for teams to work through their real questions together.
We deliver at your premises, or a venue of your choice, anywhere in Wales.
About in-house trainingLive online training
Online delivery is useful when change affects teams across multiple sites, bringing people together without extra travel during an already busy period.
Sessions are trainer-led and interactive, with breakout practice and discussion.
About online trainingFurther reading
Free guides from our resources library on the ideas behind this course.
Available across Wales
We deliver adapting to change training at workplaces throughout Wales, including:
Adapting to Change training: FAQs
Should we run this before or after a change is announced?
Either can work. Before helps prepare people; after helps them process and adjust. We'll talk through your timeline and recommend what fits.
Will the course discuss our specific change programme?
If you'd like it to. We can build in your context and messages, or keep the course general if the change is confidential or not yet announced.
Can you run a separate session for managers?
Yes. Managers often need additional support to lead change conversations, handle concerns and keep teams productive during transition.