Change Leadership

Discover impactful tools that can help you and your employees adopt an attitude that is receptive to change, inherent in any organization that wants to be relevant in the era of immense technological progress.

This development path supports leaders to:

  • Analyze the impact of change on yourself and on others
  • Support your collaborators and balance performance and well-being at work

or refer to the content below

The LeaderZone Approach

  • Our workshops are appreciated for their dynamism and their self-reflective dimension. They are designed to allow participants to explore, to exchange with their colleagues and coach in a constructive way, to learn and to commit to action.
  • This is ensured by using various techniques, such as simplified scientific models, inspiring stories, self-reflection exercises, discussions (in large groups, in small teams or in pairs), analysis of real cases, demonstrations, auto-diagnostics, experiments, debates or mini games.
  • During a workshop, some post-training missions are suggested and the participants are invited to identify concrete actions that they will put in place to ensure the transfer of learning in their daily lives and achieve the desired results.

  • Adaptable content to your reality and your needs
  • Learning-track format to drive a long-term transfer of skills
  • 2 or 3 hours per workshop
  • Every 2 or 3 weeks
  • An optimal cohort of 12 participants
  • Virtual, in person, hybrid or comodal
  • Self-reflective activities, concrete transferable tools, and post-training missions
  • High level of interaction and coaching-style facilitation
  • Integrating the LeaderZone platform is recommended for sustained learning throughout the program (activities between workshops))

The content in brief

Workshop 1.
Understand the change and its impact

  • Inventory of current or future situations of change and their impacts on people and organizations (Céline Bareil model)
  • The seven phases of concern (Céline Bareil model)
  • Fun activity: tell us a story (live an experience of change)
  • The Emotional Roller Coaster Through Transition
  • Application example: the impact of AI (Artificial Intelligence) on the evolution of our leadership

Workshop 2.
Plan and communicate change

  • Stacey's matrix to identify the level of complexity and corresponding actions
  • The process of managing change
  • The components for successful change
  • Structuring and constructively communicating a change (practical exercise)
  • The Deming wheel to ensure long-term improvement

Workshop 3.
Support through change

  • Guillotine sentences: Identifying strong reactions
  • The needs behind resistance – how to identify and respond to them
  • Approaches adapted to support employees
  • Recommended gestures and actions
  • Case study in mutual aid mode


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Looking forward to read from you and understand how we can support.
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