Change Management Foundation and Practitioner Certification

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Master the people side of organizational change and earn two globally recognized credentials in one pathway. This instructor-led certification training program prepares change managers, project leaders and HR professionals to pass both the Foundation and Practitioner exams, aligned to the Change Management Body of Knowledge and the current syllabi, in flexible live online and classroom formats.

Flexible

Duration

Live

Mode

Hours

PDUs/SEUs/CPDs

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What Is the Change Management Foundation and Practitioner Certification?Your Route to Certified Change Leadership

Change Management Certification Training from Invensis Learning is a combined Change Management Foundation and Practitioner (CM-F&P) program that validates your ability to lead the people and culture side of organizational change. You learn how individuals and organizations experience change, then apply proven models to real scenarios.

The curriculum is aligned to the Change Management Body of Knowledge (CMBoK) published by the Change Management Institute, the Change Management Practitioner Guide, and the current Foundation and Practitioner exam syllabi. It covers ADKAR, the Bridges Transition Model, Lewin, Kotter, the McKinsey 7-S framework, stakeholder engagement and change practice across five topic areas.

The program suits change managers, project and program leaders, HR business partners and consultants who want two globally recognized credentials. Delivered in live online and classroom formats, it prepares you for both exams. Start your change management journey with Invensis Learning.

Change Management Foundation & Practitioner

Key Highlightsof the Change Management Foundation and Practitioner Training Course

End-to-End Learning and Certification Readiness

Structured Change Management F&P Certification training designed to help learners understand core concepts, frameworks, tools, and practices
Course content aligned with the latest syllabus, certification requirements, or industry learning objectives where applicable
Practical examples and scenario-based exercises to help learners connect training concepts with workplace situations
Guided preparation support for learners pursuing certification, assessment, or professional skill validation

Structured Courseware and Learning Resources

Access to organized course materials that support step-by-step learning
Topic-wise learning resources, exercises, and knowledge checks to reinforce understanding
Practice questions, assignments, quizzes, or mock assessments included where applicable
Supplementary learning aids such as templates, case studies, guides, flashcards, or toolkits depending on the course structure

Instructor-Led, Practical Learning Experience

Live interactive sessions delivered by experienced trainers with relevant domain expertise
Real-world examples, case discussions, and practical activities to improve applied understanding
Opportunities to ask questions, clarify doubts, and participate in trainer-led discussions
Training focused on helping learners apply concepts at work, not just complete the course content

Flexible Learning Support

Flexible learning pathways available through Change Management F&P training online and classroom-based delivery options
Options include live virtual classroom training, onsite training, self-paced learning, or customized group training depending on course availability
Learning support designed to help participants stay on track throughout the training journey
Additional revision, retake, or post-training support may be available based on the selected course

Learn the Core Concepts Covered in the Course

Understand foundational principles, terminology, and important subject areas related to Change Management F&P
Learn relevant tools, methods, frameworks, processes, or practices based on the course curriculum
Explore practical use cases that show how the concepts are applied in professional environments
Build role-relevant knowledge that supports better decision-making, execution, and workplace performance

Assessment, Practice, and Completion Support

Practice through quizzes, assignments, exercises, mock tests, or simulations where applicable
Use assessments to identify learning gaps and strengthen weak areas
Receive guidance through a structured Change Management F&P certification program
Earn a course completion certificate after successfully meeting the course requirements

Career and Workplace Application

Build practical skills that support professional growth, role advancement, and improved job performance
Strengthen confidence in applying course concepts to workplace challenges
Improve professional credibility through structured learning and Change Management F&P exam prep training
Support workforce transformation initiatives through a Corporate Change Management F&P training program designed for teams and organizations

Change Management F&P Certification EligibilityDo You Qualify for the Change Management F&P Exam?

Change Management Certification Eligibility Criteria: there are no prerequisites to take the Change Management Foundation Exam. If you are going for the Practitioner certification, you must complete the Change Management Foundation certification first.

Change Management Foundation

There are no prerequisites for the Change Management Foundation examination.
Open to all professionals interested in leading or supporting organizational change.

Change Management Practitioner

You must hold the Change Management Foundation certification before taking the Practitioner exam.
Practical change-management or transformation experience is recommended for the Practitioner level.

Why Earning Both Credentials Pays OffOf the Change Management Foundation and Practitioner Course

For Individuals

This training helps professionals build practical change capability and prepare for both the Foundation and Practitioner exams. It suits change managers, project and program leaders, HR business partners and consultants who want to lead adoption, not just delivery. Whether you are formalizing a change role, moving up from project management, or advising on transformation in IT, financial services, healthcare or the public sector, the program builds skills aligned to what senior employers expect.

If you want to lead the human side of change with a vendor-neutral, globally recognized credential, this is a clear path forward. You gain command of the core change models, scenario-based practice, and structured preparation for two exams employers value across sectors and regions.

Earn two globally recognized change management credentials in one pathway
Prove you can lead the people side of organizational change
Master ADKAR, Bridges, Lewin, Kotter and the McKinsey 7-S framework
Position yourself for change manager, consultant and transformation roles
Stand out in a market where more than half of postings request a credential
Apply scenario-based skills the Practitioner exam and employers expect
Move from project delivery into strategic change leadership
Build confidence to guide teams through resistance and transition

For Organizations

Group training helps organizations build change capability by equipping teams with structured knowledge and practical skills. It can be delivered for change functions, PMOs, HR teams or leadership groups facing major transformation. For organizations that want higher adoption and fewer failed initiatives, this program provides a scalable, flexible way to standardize how change is planned and led.

If your transformation programs stall on resistance and low adoption, this training gives teams a common approach to stakeholder engagement, communication and embedding change, so people move through change faster and value is realized sooner.

Build a shared change management language across your teams
Improve adoption and reduce failure rates on transformation programs
Standardize change practice using proven, vendor-neutral models
Develop internal change capability instead of relying on consultants
Upskill project, PMO and HR teams together in one program
Deliver flexible training onsite or live online for your people
Connect change delivery to strategy and benefits realization
Prepare senior staff for both the Foundation and Practitioner exams

Change Management F&P Exam FormatWhat to expect on exam day

The Change Management Foundation and Practitioner exams assess your understanding of change management principles and your ability to apply them in real-world organizational environments. The Foundation exam focuses on core concepts, terminology, and frameworks through multiple-choice questions, while the Practitioner exam evaluates your ability to analyze scenarios and apply change management techniques to practical business situations. Understanding the structure, duration, and passing requirements of both exams helps candidates prepare effectively and approach certification with confidence.

Change Management Foundation Exam Format

Exam Component	Details
Exam Format	Online (Multiple choice questions)
Number of Questions	Four Sections, 50 Questions
Exam Duration	40 minutes
Passing Criteria	A score of 50%

Change Management Practitioner Exam Format

Exam Component	Details
Exam Format	Online (Objective testing based on a case study scenario)
Number of Questions	4 Questions (20 Marks each)
Exam Duration	2.5 Hours
Passing Criteria	A score of 50%

Change Management F&P Certification Cost

The total cost of getting Change Management F&P certified includes the training fee and the certification exam fee.

Training Cost Includes:

5 days of expert-led Change Management Foundation and Practitioner training
Change Management Institute-aligned digital courseware (CMBoK)
Practice questions, scenario exercises, and full-length mock exams for both Foundation and Practitioner
Exam-focused guidance designed to improve first-attempt readiness on both papers
The Change Management Foundation and Practitioner training cost is USD 1375

Exam Cost:

Change Management Foundation exam fee (50 MCQ, 40 minutes, 50% pass mark)
Change Management Practitioner exam fee (4 case-study questions × 20 marks, 2.5 hours, 50% pass mark)
Online delivery via the certification body's exam portal
Both Foundation and Practitioner credentials are lifetime valid — no renewal required
Learning packages include integrated Change Management F&P training and exam support along with examination voucher guidance

Note: Prices may vary depending on your location and delivery preferences. Reach out to our learning advisors for the exact pricing details.

What Certified Change Professionals Earn and Where They WorkRoles, Demand and Pay Worldwide

Certified change professionals are among the most sought-after specialists in transformation-heavy organizations. As digital transformation, restructuring and ERP programs multiply, employers are creating permanent change roles and asking for recognized credentials. Demand spans consulting, financial services, technology, healthcare and the public sector, from Change Analyst through to Director of Change Management, and here is what the global market is telling us right now.

$141,534

Median change management salary, US

Axial Search, 2026

$123,030

Change Manager average, US

ZipRecruiter, 2026

52%

Postings requesting a credential

Axial Search, 2026

up to 20%

Reported pay uplift, certified

CCMP industry estimate

SECTORS HIRING

—Consulting and Professional Services
—Information Technology and Digital Transformation
—Banking, Financial Services and Insurance
—Government and Public Sector
—Healthcare and Life Sciences
—Manufacturing and Automotive

GROWTH TRENDS

—Organizations creating permanent, dedicated change roles
—Change Management Offices forming inside large enterprises
—Certifications now table stakes for serious candidates
—Demand concentrated at mid and senior practitioner level
—Digital transformation, ERP and cloud programs driving adoption work
—Shortage of credentialed change practitioners versus project talent

Sources: Glassdoor, PayScale, ZipRecruiter, Indeed, Axial Search (US and global) 2026.

Designation

Change Management Foundation and Practitioner Certified Professionals : Salary Insights and Trends

Hiring Companies

$60K

Min

$85K

Average

$110K

Max

PayScale · Glassdoor (US) 2026

DeloitteAccentureIBMCapgemini

Source: Deloitte · Accenture · IBM · Capgemini

The Change Pressures Driving Global Demand for Certified Talent

High Change Failure Rates

Most transformation programs underdeliver because the people side is neglected. Certified change practitioners are hired to close that gap and lift adoption.

Learn to embed and sustain change

Digital Transformation Overload

ERP, cloud and AI rollouts change how people work faster than they can absorb it. Organizations need practitioners who can plan and lead adoption at scale.

Build organizational change skills

Change Saturation and Fatigue

Employees face too many concurrent changes, driving fatigue and resistance. Trained change managers assess capacity and protect people through transition.

Manage capacity and resilience

Certified Talent Shortage

More than half of change roles now ask for a credential, yet certified practitioners remain scarce. That gap makes qualified change professionals highly valued.

Stand out with a recognized credential

Weak Sponsorship and Adoption

Initiatives fail when sponsors disengage and communication falters. The syllabus builds stakeholder engagement and influence skills that keep change on track.

Master stakeholder engagement

Permanent Change Functions Forming

Enterprises are standing up Change Management Offices and permanent roles. A recognized credential qualifies you for these dedicated, growing positions.

Qualify for dedicated change roles

Sources: Axial Search, Prosci, Research.com; Glassdoor and LinkedIn (global) 2026.

Change management is now a discipline, not an afterthought. Join professionals who lead adoption, reduce failed initiatives and guide people through transformation. Start your journey today.

Your Global Change Career Transformation

From Change Contributor to Change Leader,

The Shift This Certification Delivers

Organizations worldwide are separating certified change leaders from the rest as transformation, restructuring and digital programs multiply. Here is which side of that line you want to be on.

Today

Salary capped with little leverage in change conversations

After certification

Certified change roles reach six figures, up to about $242,000 at director level

Today

Salary capped with little leverage in change conversations

Today

Passed over for roles that list a change credential as preferred

After certification

Eligible for change manager, consultant and transformation roles worldwide

Today

Passed over for roles that list a change credential as preferred

Today

Confident in delivery, but not in leading resistance and adoption

After certification

Fluent in stakeholder engagement, resistance management and embedding change

Today

Confident in delivery, but not in leading resistance and adoption

You earn both credentials

Before

Change authority rests on job title, not a recognized credential

Now you have

Two globally recognized change management credentials employers trust

Before

Change authority rests on job title, not a recognized credential

Before

Known for delivering projects, not leading the people side of change

Now you have

A proven ability to lead change across individuals and organizations

Before

Known for delivering projects, not leading the people side of change

Before

You apply one familiar model and hope it fits every situation

Now you have

Command of ADKAR, Bridges, Lewin, Kotter and the McKinsey 7-S framework

Before

You apply one familiar model and hope it fits every situation

Before

Recognition fades when you switch employer or sector

Now you have

A vendor-neutral credential that travels across sectors and borders

Before

Recognition fades when you switch employer or sector

"The gap between delivering projects and leading change is increasingly a recognized credential, and the organizations that matter already know it."

Join 50,000+ professionals who trained with Invensis Learning and made the shift.

Sources: Glassdoor, PayScale, ZipRecruiter, Axial Search (global) 2026.

How to Get Change Management F&P CertifiedStep-by-Step Certification Process

Embark on the road to Change Management certification exam success. The certification path is a structured two-exam track: complete the 5-day Invensis Learning training, sit the Foundation exam (50 MCQ / 40 min / 50% pass / closed book), then the Practitioner exam (4 case-study questions / 2.5 hours / 50% pass / objective testing). On passing both, you earn the Change Management Foundation and Practitioner credentials.

Step 1

Eligibility Check

Begin your Change Management journey by conducting an eligibility check. This step ensures you have the foundational knowledge to maximize the upcoming training.

Step 1

Eligibility Check

Begin your Change Management journey by conducting an eligibility check. This step ensures you have the foundational knowledge to maximize the upcoming training.

Step 2

Exam Preparation

Dive into comprehensive study materials, practice exams, and expert-authored guides that equip you with the insights and skills needed for the Change Management certification.

Step 2

Exam Preparation

Dive into comprehensive study materials, practice exams, and expert-authored guides that equip you with the insights and skills needed for the Change Management certification.

Step 3

Learn

Enroll in our expert-led Change Management Courses Live Online and embark on a transformative learning experience. Equip yourself with the tools to confidently lead change initiatives and become a change agent within your organization.

Step 3

Learn

Step 4

Prepare for the Examinations

Strengthen your readiness using practice questions, mock examinations, case-study exercises, revision plans, and guided learning activities. This stage serves as focused Change Management F&P exam prep training designed to improve confidence and examination performance

Step 4

Prepare for the Examinations

Step 5

Take Exam

Sit for the Change Management Foundation exam (50 MCQ, 40 min, 50% pass, closed book) and the Practitioner exam (4 case-study questions, 2.5 hours, 50% pass, objective testing). Your efforts culminate as you sit for the Change Management certification exams.

Step 5

Take Exam

Step 4

Exam Results

Once you've completed the exam, it's time to eagerly await your results. Regardless of the outcome, take this moment to reflect on your journey and plan your next change-management engagement.

Step 4

Exam Results

Once you've completed the exam, it's time to eagerly await your results. Regardless of the outcome, take this moment to reflect on your journey and plan your next change-management engagement.

Module 1: Individual Change

Understanding change models
A Behavioral Approach to Change
Cognitive and Psychodynamic Approach to Change
Perspectives about Humanistic Psychology

Module 2: Team Change

Understanding the Nature of theme models
Identify leadership issues in Change
Learning how to improve team effectiveness. Also, how individuals affect team dynamics
Learn Tuckman's model of team change and the development changes teams go through

Module 3: Organizational Change

Understanding the various organizational metaphors, like Flux and Transformation organizational metaphor
Learn the eight-step model for transforming your organization
Identify the three phases in transition management and distinguish between a planned and transitional change
Understand the process involved when managing Change

Module 4: Leading Change

What is the leader's role in the key organizational metaphors
Learn the role of a leader in Change Management
Identify the leadership focus for the various phases of Change
Learn the Goleman leadership skills and practices

Module 1: Individual Change

The defining features of models which describe how people learn:
The learning process and the learning dip; the Gestalt terms ‘foreground’ and ‘background’; the sequence of the learning process (conscious/unconscious incompetence to unconscious competence)
The stages and sequence of the ‘learning cycle’ (Kolb) and the related learning styles
The perspectives associated with the cognitive approach to change
Achieving results and setting goals; the ‘well-formed outcome’; the sequence which connects self-concept to results
Techniques for changing beliefs and performance
The perspectives associated with the psychodynamic approach to change
The sequences and terms used in theories using the idea of a ‘change curve’ (Kubler-Ross; Adams, Hayes and Hopson
The sequences and terms used in the Virginia Satir model and critical points in the change process (Satir; Weinberg)
The perspectives associated with the humanistic psychology approach to change
The levels and terms used in the hierarchy of needs (Maslow)
The three ‘crucial conditions’ to bring about growth and development with individuals within organizations and process of change (Rogers and the path to personal growth)
The Gestalt approach to individual and organizational change; the terms used and sequence of the Gestalt cycle (Perls; Nevis)
The individual personality ‘preferences’ identified by the MBTITM and the responses of four types of individuals to change (Myers and Briggs)
The factors that influence how to manage change in self and others
Propensity for change – five factors (Cameron and Green)
The stages and terms used in the transformative change model and factors causing resistance to change (Schein)
How managers and change agents can help others to change
The theories and models about the nature of teams
What is a group and when is it a team? (Various)
Why we need teams and the relationship between uncertainty and teamwork (Casey) 3. Types of organizational teams (Cameron and Green)
How to Improve Team Effectiveness. The five elements that contribute to the level of a team’s effectiveness or ineffectiveness (Glaser and Glaser)
Tuckman’s model of team change and the stages of development that teams go through
Leadership Issues in Team Change. The phases that groups go through and the challenges for leaders (Bion and Turquet) (see Appendix A, Note 1)
How individuals affect team dynamics
MBTI and Teams
Similarity and difference between individuals within teams (McCaulley) 3. Team types (Belbin)

Module 2: Team Change

The elements of theories and models about how individuals affect team dynamics
How team members with different MBTI react to one another in teams and their attitudes to change
The advantages and disadvantages of similarity and difference between individuals within teams (McCaulley)
The contributions and allowable weaknesses of people playing different team roles (Belbin)
How team effectiveness can be improved during change using: Glaser and Glaser’s five elements (defined in 0202); Tuckman’s model of team change (defined in 0203); Bion and Turquet’s leadership issues (defined in 0204); the John Adair model; the team leader’s role and behaviors; facilitation; and action learning.
How different types of teams and different individuals within teams affect the way teams react to change (as identified in 0201 and 0205)

Module 3: Organizational Change

The key beliefs and assumptions associated with the Machine organizational metaphor (Morgan)
The key beliefs and assumptions associated with the Political Systems organizational metaphor (Morgan)
The key beliefs and assumptions associated with the Organisms organizational metaphor (Morgan)
The key beliefs and assumptions associated with the Flux and Transformation organizational metaphor (Morgan)
The underlying principles behind understanding the driving forces and resisting forces in any situation if change is to happen:
Force Field Analysis, examining the driving and resisting forces (Lewin)
Three-step model of organizational change (Lewin)
The factors in the change formula (Beckhard and Harris)
The four phases of planned change that draws on the disciplines of project management (Bullock and Batten)
The Eight Step Model for transforming your organization (Kotter) (Note: Fig.3.3 on P127 is not examined)
The four components in the congruence model that draws on the socio-technical view of organizations and addresses the dynamics of what happens in an organization when we try to change it. (Nadler and Tushman)
The three phases in managing transition and the distinction between planned change and transition (Bridges)
The “principles of environmental systems” for how organizations operate and its relevance to sustaining and renewing organizational change (Senge et al)

Module 4: Leading Change

The leader’s role linked to each of the four key organizational metaphors
The description of visionary leadership including
The characteristics of visionary leaders (Bennis)
What leaders really do (Kotter)
The characteristics of other theories on leadership approaches
Transformational and transactional leadership (Bass; Bryman)
Story telling leadership (Gardner)
Adaptive leadership (Heifitz and Laurie)
Connective leadership (Lipman-Blumen) (Note: Leadership for the 21st century and Table 4.3 are not examined)
The characteristics of other theories on leadership approaches
Transformational and transactional leadership (Bass; Bryman)
Story telling leadership (Gardner)
Adaptive leadership (Heifitz and Laurie) 4. Connective leadership (Lipman-Blumen) (Note: Leadership for the 21st century and Table 4.3 are not examined)
The leadership styles and skills (Goleman)
Leadership styles that get results
Emotional competencies for leaders
The different leadership focus for different phases of change:
Kotter’s recommended actions for the first four change steps in leading change
Learning how to persevere (Kanter)
Leading people through transition (Bridges) (Note: Inner and outer leadership, Table 4.6, P185-6 not examined at Foundation level)
The importance of self-knowledge and inner resources:
The role of self-knowledge (Bennis)
Characteristics of principle-centered leaders (Covey)
Covey’s seven habits (Note: Erikson, Table 4.8 is not examined)

Course Curriculumof the Change Management Foundation and Practitioner Certification Training

The Change Management F&P curriculum follows the official Change Management Body of Knowledge (CMBoK) and covers Individual, Team, Organizational, and Leading Change at both Foundation and Practitioner depth.

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Change Management Foundation Course Curriculum

Understanding change models
A Behavioral Approach to Change
Cognitive and Psychodynamic Approach to Change
Perspectives about Humanistic Psychology

Sets the foundation for every other module, since individual psychology underpins how teams and organizations respond to change.

Module 1: Individual Change

Understanding change models
A Behavioral Approach to Change
Cognitive and Psychodynamic Approach to Change
Perspectives about Humanistic Psychology

Sets the foundation for every other module, since individual psychology underpins how teams and organizations respond to change.

Change Management Practitioner Course Curriculum

The defining features of models which describe how people learn:
The learning process and the learning dip; the Gestalt terms ‘foreground’ and ‘background’; the sequence of the learning process (conscious/unconscious incompetence to unconscious competence)
The stages and sequence of the ‘learning cycle’ (Kolb) and the related learning styles
The perspectives associated with the cognitive approach to change
Achieving results and setting goals; the ‘well-formed outcome’; the sequence which connects self-concept to results
Techniques for changing beliefs and performance
The perspectives associated with the psychodynamic approach to change
The sequences and terms used in theories using the idea of a ‘change curve’ (Kubler-Ross; Adams, Hayes and Hopson
The sequences and terms used in the Virginia Satir model and critical points in the change process (Satir; Weinberg)
The perspectives associated with the humanistic psychology approach to change
The levels and terms used in the hierarchy of needs (Maslow)
The three ‘crucial conditions’ to bring about growth and development with individuals within organizations and process of change (Rogers and the path to personal growth)
The Gestalt approach to individual and organizational change; the terms used and sequence of the Gestalt cycle (Perls; Nevis)
The individual personality ‘preferences’ identified by the MBTITM and the responses of four types of individuals to change (Myers and Briggs)
The factors that influence how to manage change in self and others
Propensity for change – five factors (Cameron and Green)
The stages and terms used in the transformative change model and factors causing resistance to change (Schein)
How managers and change agents can help others to change
The theories and models about the nature of teams
What is a group and when is it a team? (Various)
Why we need teams and the relationship between uncertainty and teamwork (Casey) 3. Types of organizational teams (Cameron and Green)
How to Improve Team Effectiveness. The five elements that contribute to the level of a team’s effectiveness or ineffectiveness (Glaser and Glaser)
Tuckman’s model of team change and the stages of development that teams go through
Leadership Issues in Team Change. The phases that groups go through and the challenges for leaders (Bion and Turquet) (see Appendix A, Note 1)
How individuals affect team dynamics
MBTI and Teams
Similarity and difference between individuals within teams (McCaulley) 3. Team types (Belbin)

It deserves the biggest share of revision time before the exam.

Module 1: Individual Change

The defining features of models which describe how people learn:
The learning process and the learning dip; the Gestalt terms ‘foreground’ and ‘background’; the sequence of the learning process (conscious/unconscious incompetence to unconscious competence)
The stages and sequence of the ‘learning cycle’ (Kolb) and the related learning styles
The perspectives associated with the cognitive approach to change
Achieving results and setting goals; the ‘well-formed outcome’; the sequence which connects self-concept to results
Techniques for changing beliefs and performance
The perspectives associated with the psychodynamic approach to change
The sequences and terms used in theories using the idea of a ‘change curve’ (Kubler-Ross; Adams, Hayes and Hopson
The sequences and terms used in the Virginia Satir model and critical points in the change process (Satir; Weinberg)
The perspectives associated with the humanistic psychology approach to change
The levels and terms used in the hierarchy of needs (Maslow)
The three ‘crucial conditions’ to bring about growth and development with individuals within organizations and process of change (Rogers and the path to personal growth)
The Gestalt approach to individual and organizational change; the terms used and sequence of the Gestalt cycle (Perls; Nevis)
The individual personality ‘preferences’ identified by the MBTITM and the responses of four types of individuals to change (Myers and Briggs)
The factors that influence how to manage change in self and others
Propensity for change – five factors (Cameron and Green)
The stages and terms used in the transformative change model and factors causing resistance to change (Schein)
How managers and change agents can help others to change
The theories and models about the nature of teams
What is a group and when is it a team? (Various)
Why we need teams and the relationship between uncertainty and teamwork (Casey) 3. Types of organizational teams (Cameron and Green)
How to Improve Team Effectiveness. The five elements that contribute to the level of a team’s effectiveness or ineffectiveness (Glaser and Glaser)
Tuckman’s model of team change and the stages of development that teams go through
Leadership Issues in Team Change. The phases that groups go through and the challenges for leaders (Bion and Turquet) (see Appendix A, Note 1)
How individuals affect team dynamics
MBTI and Teams
Similarity and difference between individuals within teams (McCaulley) 3. Team types (Belbin)

It deserves the biggest share of revision time before the exam.

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The Change Skills You Will BuildCapabilities You Can Apply at Work

This Change Management Foundation and Practitioner program teaches you to lead the people side of change end to end, from diagnosing how individuals react to change to planning and embedding organization-wide transformation. By the end, you can select the right models and apply them with confidence.

Guide Individuals Through Change

Apply ADKAR and the Bridges Transition Model to understand how people react to change, diagnose where adoption stalls, and design targeted support for endings, the neutral zone and new beginnings.

Lead Organizational Change

Select and apply Lewin's three-step model, Kotter's 8 steps and the McKinsey 7-S framework to real scenarios, and assess organizational culture and readiness before you act.

Engage Stakeholders and Communicate

Map stakeholders, build engagement strategies and design change communication plans that address resistance, using influence principles rather than coercion to win support.

Plan and Deliver Change Practice

Run change impact assessments, build a full change management plan covering communication, training and resistance, and use proven techniques to embed and sustain change.

Strengthen Your Professional Practice

Develop the emotional intelligence, coaching, facilitation and ethics that define an effective change practitioner, grounded in the Change Management Body of Knowledge.

Pass Both Exams with Confidence

Prepare for the closed-book Foundation exam and the open-book, scenario-based Practitioner exam with mock exams, practice questions and guided open-book technique.

Who Should TakeChange Management F&P Certification Training?

Change Leaders

Change Project Managers

Transformation Managers

Business Change Managers

Operational Line Managers

Project Team Members

HR Representatives

Business Managers

Project and Program Managers

Who Can Take This Certification Training

Change Management F&P Training Optionsfor Professionals and Teams

We offer flexible training formats designed to suit different learning preferences, schedules, and professional goals. Whether you prefer classroom learning, live online sessions, team-based learning, or personalized coaching, choose the option that best supports your Change Management Foundation & Practitioner learning journey.

Change Management Classroom Training

Instructor-led classroom sessions
Interactive discussions and group activities
Real-world examples and practical exercises
Structured learning with fixed schedules
Opportunities for peer networking and collaboration
Practice assessments and knowledge checks
Dedicated Q&A and concept clarification
Immediate trainer feedback and support

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Learn through face-to-face sessions led by experienced instructors in a collaborative classroom environment. This Classroom Change Management F&P training format combines expert guidance, peer interaction, and practical exercises to create an engaging learning experience.

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Best For: Learners who prefer in-person interaction, structured schedules, and collaborative learning experiences.

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Change Management Live Virtual Training

Live online instructor-led sessions
Interactive discussions and virtual activities
Expert guidance from experienced trainers
Practice assessments and revision support
Dedicated Q&A sessions for concept clarification
Fixed schedules for accountability and momentum
Small batch sizes for personalized attention
Access from any location with internet connectivity

USD 1375

Attend fully interactive online sessions from anywhere while benefiting from real-time instructor guidance and collaborative learning experiences. This Virtual Change Management F&P training option provides flexibility while maintaining direct engagement with experienced trainers.

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Best For: Professionals seeking the flexibility of online learning without compromising on live instructor interaction.

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Change Management Corporate Group Training

Customized training aligned to organizational goals
Flexible delivery: onsite, virtual, hybrid, or blended
Scheduling tailored to business availability
Role-based examples and industry-relevant discussions
Progress tracking and learner assessments where applicable
Dedicated coordination and administrative support
Consistent learning experiences across teams
Scalable delivery for local, regional, or global workforces

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Designed for organizations that want to build change leadership capabilities, improve transformation outcomes, and support workforce development through structured learning initiatives. This format is ideal for Change Management F&P training for companies seeking to equip teams with practical change management skills.

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Best For: Organizations looking to upskill employees, address capability gaps, and deliver consistent training across teams.

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Change Management Focused 1-to-1 Training

One-to-one instructor attention
Customized learning plans and objectives
Flexible scheduling based on availability
Personalized feedback and coaching
Additional focus on challenging topics
Targeted practice and revision support
Faster clarification of questions and concepts
Learning pace is adapted to individual needs

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Receive personalized instruction tailored to your goals, pace, and learning requirements through dedicated sessions with an expert trainer. This format provides Change Management F&P coaching for professionals seeking individualized support with certification preparation, stakeholder engagement strategies, and organizational change initiatives.

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Best For: Professionals seeking personalized guidance, accelerated learning, or focused support to achieve specific outcomes.

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Change Management Classroom Training

Instructor-led classroom sessions

Interactive discussions and group activities

Real-world examples and practical exercises

Structured learning with fixed schedules

Opportunities for peer networking and collaboration

Practice assessments and knowledge checks

Dedicated Q&A and concept clarification

Immediate trainer feedback and support

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Please Note:Learn through face-to-face sessions led by experienced instructors in a collaborative classroom environment. This Classroom Change Management F&P training format combines expert guidance, peer interaction, and practical exercises to create an engaging learning experience.

Best For: Learners who prefer in-person interaction, structured schedules, and collaborative learning experiences.

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Why Choose Invensis Learning for Change Management Certification TrainingTrusted Training for Professionals and Teams

As a trusted training company, Invensis Learning delivers structured Change Management Foundation and Practitioner training for professionals and organizations building change capability and preparing for both exams. Our programs combine experienced trainers, CMBoK-aligned courseware, flexible delivery and learner-focused support. Whether you enroll as an individual or plan corporate training for your team, you get a professional learning experience built around practical understanding, real-world application and measurable outcomes.

ISO 9001:2015 and ISO 27001:2022 certified quality and information security
Experienced change management trainers with real-world practice
CMBoK-aligned courseware covering both Foundation and Practitioner levels
Flexible live online, classroom and corporate delivery to fit your schedule
Dual exam preparation with mock exams and open-book technique practice
Dedicated learner support before, during and after training
Trusted by professionals and organizations across more than 100 countries
Practical, scenario-based learning you can apply on the job

ISO 9001

Quality Management

200K+

Professionals Trained

12M+

Hours of Training Delivered

Flexible Learning Modes

ISO 9001:2015 Certified

ISO 27001:2022 Certified

Secure SSL Encryption

Leaders in Training industry for 12+ years

Over 5000 five star reviews

Level AA conformance, W3C WCAG 2.2

Corporate Change Management TrainingUpskill Whole Teams at Once

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Customized change management training for teams and departments
Flexible delivery through onsite, live online, hybrid or blended formats
Schedules aligned with your organization's availability
Role-based examples across IT, finance, healthcare and the public sector
Dual Foundation and Practitioner exam preparation for your staff
Dedicated coordination and progress reporting for group training
Scalable delivery for local, regional and global teams

What Our Learners Say

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Passed Both Exams and Lead Change with Confidence

"The combined program finally connected the models I half-knew into one approach. The open-book technique sessions were the difference on the Practitioner exam, and I passed both first time. I now lead adoption planning on our transformation program."

Daniel Carter

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The People Side of Change Finally Clicked

"I came from project management and struggled with resistance on rollouts. Learning ADKAR and stakeholder engagement gave me a language for the people side. The scenario practice was practical, not theoretical, and I use it every week."

Priya Sharma

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Credible Frameworks I Can Bring to Leaders

"As an HR business partner I needed credible frameworks to advise leaders through restructuring. The Foundation content built my vocabulary and the Practitioner level showed me how to apply it. The trainer's real examples made it stick."

Sofia Martinez

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Two Credentials That Opened New Engagements

"The live online format fit around client work, and the mock exams told me exactly where I was weak. Holding both credentials has already helped me win change advisory engagements and charge with more confidence."

James O'Connor

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One Shared Change Language Across Our Teams

"We put our PMO and HR leads through the corporate program together. They now share one change language, and adoption on our ERP rollout improved noticeably. The delivery was flexible and the coordination was excellent."

Rachel Adeyemi

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Standardized Change Practice Across Regions

"Rolling out a transformation across three regions was stalling on resistance. After training our change leads to Practitioner level, we standardized how we plan and communicate change. Fewer surprises and faster buy-in from stakeholders."

Michael Bauer

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4.6

Ratings

100K+

Happy Learners

100+

Locations Worldwide

99%

Training Satisfaction

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Foundation

Business Analysis Foundation and Practitioner

Frequently Asked QuestionsHere's everything you may ask...

It is a combined qualification that validates your ability to lead the people side of organizational change. Foundation confirms your knowledge of change concepts and models, and Practitioner confirms you can apply them to real scenarios. Both are recognized internationally and aligned to the Change Management Body of Knowledge.

General

What is the Change Management Foundation and Practitioner certification?

Is the Change Management certification worth it?

Yes. More than half of change roles now request a credential, and certified professionals report pay uplifts of up to 20%. Roles range from Change Analyst to Director of Change Management, with strong global demand across consulting, finance, technology and the public sector. Talk to a learning advisor to plan your path.

Who should take this course?

It suits change managers, project and program leaders, HR business partners, organizational development practitioners, consultants and senior leaders sponsoring change. Anyone responsible for helping people adopt change will benefit from both the Foundation and Practitioner levels.

What are the prerequisites for the certification?

Foundation has no formal prerequisites and is open to all. To sit the Practitioner exam, you must first hold the Change Management Foundation certification or an accepted equivalent. The combined program prepares you for both levels in sequence.

Is the change management qualification recognized internationally?

Yes. It is recognized in over 150 countries and is especially well respected wherever organizational change is treated as a professional discipline. Because it is vendor-neutral and model-based, it transfers easily across sectors and regions.

Pricing

How much does Change Management certification training cost?

Fees vary by region, delivery format and whether exam vouchers are bundled, so pricing is available on request. Instructor-led and corporate options are quoted separately. Request a quote and a learning advisor will share the current price and any offers.

What is included in the course fee?

The fee typically includes CMBoK-aligned courseware, case studies, mock exams and practice questions for both levels, and learner support. Foundation and Practitioner exam vouchers are commonly bundled; confirm inclusion when you request a quote.

Are the exam fees included in the price?

Exam vouchers are often included in instructor-led packages, but this varies by region and provider. Ask your learning advisor to confirm whether the Foundation and Practitioner exam fees are part of your package before you enroll.

Do you offer group or corporate discounts?

Yes. We offer corporate group training with customized schedules and volume-based pricing for change functions, PMOs, HR teams and leadership groups. Contact us for a tailored quote for your team.

What payment options are available?

We accept major credit and debit cards and bank transfers, and offer installment options on selected plans. Speak with a learning advisor to choose the option that suits you.

Exam

How many exams are in the combined program?

There are two separate exams. You sit the Foundation exam first, then the Practitioner exam. You must pass both to hold both credentials, and the combined program prepares you for each in turn.

What is the format of the Foundation exam?

The Foundation exam has 50 multiple-choice questions with a single answer each, closed book, in 40 minutes. The pass mark is 50%, or 25 out of 50 correct. It can be taken via online proctoring or at an authorized test center.

What is the format of the Practitioner exam?

The Practitioner exam is open book and scenario-based, with 5 sections worth 16 marks each, for 80 marks total, over 2.5 hours. The pass mark is 50%, or 40 out of 80 marks, and the Change Management Practitioner Guide is permitted.

What does open book mean for the Practitioner exam?

You may use the Change Management Practitioner Guide during the exam. However, the scenario-based sections require analysis and judgment, so you cannot simply look up answers. Efficient guide navigation and deep knowledge of the models are both essential.

What if I do not pass the first time?

You can resit whichever exam you did not pass. The program includes mock exams and open-book technique practice to help you pass first time, and selected plans offer a retake option. Confirm the current resit policy with your learning advisor.

Course Content

What topics does the training cover?

The training covers five topic areas: Change and the Individual, Change and the Organization, Communication and Stakeholder Engagement, Change Practice, and Personal and Professional Management. Foundation builds knowledge, and Practitioner applies it to real scenarios.

What change management models will I learn?

You will learn ADKAR, the Bridges Transition Model, Lewin's three-step model, Kotter's 8 steps, the McKinsey 7-S framework, Schein's culture model, Goleman's emotional intelligence and Cialdini's principles of influence, and how to choose between them.

Are practice exams and materials included?

Yes. You receive CMBoK-aligned courseware, industry case studies, practice questions and mock exams for both the Foundation and Practitioner levels, plus open-book technique practice to build exam readiness.

Is the courseware aligned to the latest syllabus?

Yes. The courseware is aligned to the current Change Management Foundation and Practitioner exam syllabi, the Change Management Practitioner Guide, and the Change Management Body of Knowledge published by the Change Management Institute.

Do I need prior experience to join?

No prior change management experience is required to start. Foundation is open to all, and the program is beginner friendly while still valuable for experienced practitioners. Practical exercises and trainer support help you apply the concepts as you learn.

Enrollment

How do I enroll in the course?

You can enroll through the Invensis Learning website. Choose your preferred format, complete payment, and you will receive access to schedules, courseware and learning resources. A learning advisor can help you pick the right batch.

What training formats are available?

We offer live online (live virtual) instructor-led training, classroom training, and customized corporate group training. Choose the format that fits your schedule and learning style, or ask about blended options for teams.

How soon can I start?

New batches run regularly across time zones, so you can usually start within days. View upcoming schedules or speak with a learning advisor to reserve a place that fits your calendar.

Can I reschedule to another batch?

Yes. Flexi options let you reschedule or transfer to another batch, and selected plans include a pass to attend the training twice. Contact support to arrange the change.

What is the refund or cancellation policy?

Refunds and cancellations are handled per our published policy, and selected plans include a money-back guarantee. Reach out to our team for the details that apply to your enrollment.

Change Management Foundation and Practitioner Certification

What Is the Change Management Foundation and Practitioner Certification?UntitledYour Route to Certified Change Leadership

What Is the Change Management Foundation and Practitioner Certification?Your Route to Certified Change Leadership

Key Highlightsof the Change Management Foundation and Practitioner Training Course

Change Management F&P Certification EligibilityDo You Qualify for the Change Management F&P Exam?

Why Earning Both Credentials Pays OffOf the Change Management Foundation and Practitioner Course

Change Management F&P Exam FormatWhat to expect on exam day

Change Management F&P Certification Cost

What Certified Change Professionals Earn and Where They WorkRoles, Demand and Pay Worldwide

SECTORS HIRING

GROWTH TRENDS

The Change Pressures Driving Global Demand for Certified Talent

High Change Failure Rates

Digital Transformation Overload

Change Saturation and Fatigue

Certified Talent Shortage

Weak Sponsorship and Adoption

Permanent Change Functions Forming

From Change Contributor to Change Leader,

The Shift This Certification Delivers

How to Get Change Management F&P CertifiedStep-by-Step Certification Process

Step 1: Eligibility Check

Step 2: Exam Preparation

Step 3: Learn

Step 4: Prepare for the Examinations

Step 5: Take Exam

Step 4: Exam Results

Eligibility Check

Eligibility Check

Exam Preparation

Exam Preparation

Learn

Learn

Prepare for the Examinations

Prepare for the Examinations

Take Exam

Take Exam

Exam Results

Exam Results

Module 1: Individual Change

Module 2: Team Change

Module 3: Organizational Change

Module 4: Leading Change

Module 1: Individual Change

Module 2: Team Change

Module 3: Organizational Change

Module 4: Leading Change

Course Curriculumof the Change Management Foundation and Practitioner Certification Training

Change Management Foundation Course Curriculum

Module 1: Individual Change

Change Management Practitioner Course Curriculum

Module 1: Individual Change

The Change Skills You Will BuildCapabilities You Can Apply at Work

Guide Individuals Through Change

Lead Organizational Change

Engage Stakeholders and Communicate

Plan and Deliver Change Practice

Strengthen Your Professional Practice

Pass Both Exams with Confidence

Who Should TakeChange Management F&P Certification Training?

Change Management F&P Training Optionsfor Professionals and Teams

Change Management Classroom Training

Change Management Live Virtual Training

Change Management Corporate Group Training

Change Management Focused 1-to-1 Training

Change Management Classroom Training

Why Choose Invensis Learning for Change Management Certification TrainingTrusted Training for Professionals and Teams

Corporate Change Management TrainingUpskill Whole Teams at Once

What Our Learners Say

Enquire with us now

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Explore Our Other Course Categories

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