Certified Change Management Foundation

Change Management is important in today's professional world, as organizational change is more the norm rather than the exception. With today's ever-changing marketplace, leadership development programs are critical as the quality of the managers can determine the fate of an organization. Hence today large companies pay a lot of attention and emphasis on carefully crafting and measuring the success of the management development training.

More than ever before, work roles and organizations are in flux with changes in structure, re-deployment, redundancy and personal crisis. Hence it is important to understand the change management process in order to aid leadership development.

Target audience for Change Management Foundation level are:

  • Our change management qualifications are aimed at all individuals involved in organization change, including current and aspiring change managers.
  • They are also relevant to individuals involved in the design, development and delivery of change programmers, including change leaders, change ‘agents’, change implementers, change support and operational line managers.
  • Those wishing to achieve Change Management Practitioner™ (CMP) Certification (Foundation™ and Practitioner™).
  • Those working in organizations where a change initiative is being planned or taking place.


There is no pre-requisite for foundation level.

Exam Details:

  • Duration of exam: 40 minutes
  • Number of questions: 50 (four sections)
  • Exam format: multiple choice
  • Passing Score: 50% (25 out of 50)
  • Mode of exam: Closed-book

  • Foundation
  • Introductions
  • Course structure
  • Course goals and objectives
  • Change and the Individual
  • How people learn
  • Personality and change- introduction to MBTI
  • Models of individual change- the Change Curve and Bridges Transition
  • Motivating Individuals during change
  • Change and the Organization
  • Understanding organizational metaphors
  • Organizational culture and change
  • 3 models of change- Lewin, Kotter, and Senge
  • Key roles in change
  • Stakeholder Engagement
  • Identifying and analyzing stakeholders
  • Personas and empathy maps
  • Influencing strategies
  • Communication
  • Feedback and communication approaches
  • Communicating change- planning, factors, and barriers
  • Communication biases and channels
  • Change Impact
  • Identifying and assessing change impact
  • Stakeholders impact assessment
  • Change severity assessment
  • Change Readiness
  • Building change agent networks and the change team
  • How to make the organization ready for change
  • Creating a change management plan
  • Dealing with resistance to change

Benefits for Individuals:

  • Understand the human side of change and know how to help people deal more effectively with change, maintaining their commitment and bringing them successfully through the change process.
  • Understand the various types of change that affect organizations, and know how to draw on a range of professional approaches to support the effective delivery of the organization’s desired outcomes from each change initiative.
  • Know how to identify and work with the stakeholders in a change initiative, and how to plan, execute and measure the effective communications required to build and maintain their engagement.
  • Know how to assess the impacts of change, to develop effective change teams and to recognize and address resistance to change.
  • Understand the process of sustaining change and know how to embed a change initiative as the new ‘business as usual’.

Benefits for Organizations:

  • Build the organization’s capability and capacity to deal successfully with change, improving agility.
  • Increase the probability of successful business change/transformation – supporting strategic direction.
  • Minimize risks (costs, delays, loss of employee engagement, reputation) associated with failed initiatives.
  • Align change initiatives with established, process-driven methods (like PRINCE2® and MSP®) to develop a unified approach to change.
  • Develop and sustain employee commitment and alignment with organizational purpose during times of change.
  • Build and maintain the engagement of internal and external stakeholders with new initiatives.
  • Manage more effective change communications with internal and external constituencies so that change is understood and supported.
  • Improve assessment of change impact, integrated change planning and successful embedding of change into the life of the organization