Course Overview

    Overview

    Course Highlights

    Eligibility Criteria

    Benefits

    Exam Format

    Certification Cost

    What Is the Change Management Foundation and Practitioner Course?

    Your Route to Leading Change

    Change Management Foundation and Practitioner course badge

    Key Highlights

    of the Change Management Foundation and Practitioner Training Course

    Change Management F&P Certification Eligibility in Mongolia

    Do You Qualify for the Change Management F&P Exam?

    Why Both Change Management Credentials Are Worth It

    The Value You Walk Away With

    Change Management F&P Exam Format in Mongolia

    What to expect on exam day

    The Change Management Foundation and Practitioner exams in Mongolia 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 F&P Certification Cost in Mongolia

    Where Change Skills Take You in Mongolia

    Roles, Sectors and Demand

    Change management is becoming a recognised discipline across Mongolia as mining, banking, telecoms and the public sector run large transformation programmes. Employers increasingly need professionals who can secure adoption, not just deliver projects, and certified change talent is still scarce. Demand spans change analyst, change manager, HR and OD manager, transformation programme manager and head of change roles, and here is what the market is telling us right now.

    What Is Driving Change Management Demand in Mongolia

    Change management is more than a credential. It is the skill that turns Mongolia's transformation programmes into results. Join professionals who lead adoption and embed lasting change. Start your journey today.

    Your Mongolia Change Career Transformation

    Where You Stand Today

    Your Change Management Transformation

    Mongolia's economy is transforming through mining modernisation, digital banking and Vision 2050 reform, and employers increasingly separate certified change leaders from the rest. Here is which side of that line you want to be on.

    Sources: Glassdoor, Rivermate, Paylab, worldsalaries (Mongolia) 2026.

    How to Get Change Management F&P Certified in Mongolia

    Step-by-Step Certification Process

    Embark on the road to Change Management certification exam success in Mongolia. 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.

    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 Curriculum

    of 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.

    Change Management Foundation Course Curriculum

    Change Management Practitioner Course Curriculum

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    The Change Skills You Will Build

    Practical Capability at Both Levels

    This combined Change Management Foundation & Practitioner Certification Course builds change management knowledge, applied practitioner skills and readiness for both exams. By the end, learners can lead the people side of change from initial impact assessment through to embedding new ways of working.

    Guide Individuals Through Change

    What you will learn in this course starts with the human side of change: apply ADKAR and Bridges' Transition Model to understand how people respond, diagnose where change stalls, and design interventions that build awareness, desire and lasting behaviour change.

    Lead Organisational Change

    Select and apply organisational change models including Lewin's Three-Step Model, Kotter's 8-Step Model and the McKinsey 7-S Framework, and assess culture and readiness to choose the right approach for a given change scenario.

    Engage Stakeholders and Communicate Change

    Identify and analyse stakeholders, build targeted engagement strategies, and design change communication plans that address resistance, ambiguity and influence using proven techniques such as Cialdini's principles.

    Plan and Deliver Change in Practice

    Conduct change impact assessments, build a complete change management plan covering communication, training and resistance, and apply the tools that embed and sustain change after go-live.

    Manage Yourself as a Change Professional

    Develop the emotional intelligence, coaching, resilience and ethical judgment that underpin effective change practice, and apply reflective practice grounded in the CMBoK.

    Pass Both Exams with Applied Technique

    Prepare for the closed-book Foundation exam and the open-book, scenario-based Practitioner exam, building the guide-navigation and analysis skills both levels require.

    Who Should Take

    Change Management F&P Certification Training in Mongolia?

    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 Options

    for 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

    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.

    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

    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 in Mongolia seeking to equip teams with practical change management skills.

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

    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

    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.

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

    Change Management Live Virtual Training

    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

    Starts from

    USD 1145

    Please Note: 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.

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

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    Why Choose Invensis Learning for Change Management in Mongolia

    Trusted Training for Teams

    As a trusted training company, Invensis Learning delivers structured Change Management Foundation and Practitioner training for professionals and organisations across Mongolia who want to lead change with confidence. Our programmes combine experienced change-qualified trainers, flexible delivery formats, organised courseware and learner-focused support. Whether you are enrolling as an individual or planning corporate training for your team, we provide a professional learning experience built around practical understanding, real-world application and measurable outcomes.

    • Experienced change-qualified trainers with real transformation experience
    • Combined Foundation and Practitioner preparation in one structured programme
    • Flexible live virtual, classroom and corporate delivery to suit your schedule
    • ISO 9001:2015 and ISO 27001:2022 certified training and information security
    • Industry-driven case studies covering realistic organisational change scenarios
    • Dual exam preparation with mock questions and first-attempt guidance
    • Dedicated learner support before, during and after training
    • Delivery aligned to Mongolian working hours and team availability

    ISO 9001

    Quality Management

    200K+

    Professionals Trained

    12M+

    Hours of Training Delivered

    4

    Flexible Learning Modes

    ISO 9001:2015 Certified

    ISO 9001:2015 Certified

    ISO 27001:2022 Certified

    ISO 27001:2022 Certified

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    Secure SSL Encryption

    Leaders in Training industry for 12+ years

    Leaders in Training industry for 12+ years

    Over 5000 five star reviews

    Over 5000 five star reviews

    Level AA conformance, W3C WCAG 2.2

    Level AA conformance, W3C WCAG 2.2

    Change Management Foundation and Practitioner Training Locations in Mongolia

    Instructor-led in-person Classroom training is available for group batches. All other public cohorts are delivered as Instructor-led Live Virtual. See available cohorts

    Change Management Foundation and Practitioner Training Location in Mongolia

    Shangri-La Sport Club, 12, Olympic Street, Baga Toirog ᠪᠠᠭ᠎ᠠ ᠲᠣᠭᠣᠷᠢᠭ, Sukhbaatar ᠰᠦᠬᠡ ᠪᠠᠭᠠᠲᠤᠷ, Ulaanbaatar, 14241, Mongolia ᠮᠤᠩᠭᠤᠯ ᠤᠯᠤᠰ

    Change Management Foundation and Practitioner Training Location in Mongolia

    Kempinski Hotel Khan Palace, 178, Great Circle, Dar-Ekh ᠳᠠᠷᠢ ᠡᠬᠡ, Bayanzurkh ᠪᠠᠶᠠᠨ ᠵᠢᠷᠦᠬᠡ, Ulaanbaatar, 13380, Mongolia ᠮᠤᠩᠭᠤᠯ ᠤᠯᠤᠰ

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    Corporate Change Management in Mongolia

    Build Change Capability

    • Suitable for small, medium and large teams across your organisation
    • Customised schedules aligned with your team availability
    • Flexible onsite, live virtual, hybrid or blended delivery
    • Experienced trainers with change and transformation expertise
    • Role-based examples relevant to mining, banking and the public sector
    • Dedicated coordination and learner support for group programmes
    • Scalable delivery for teams across Mongolia and global locations

    Leading Organisations

    Khan BankGolomt BankTrade And Development BankOyu TolgoiMCS GroupMobicom

    What Our Learners Say

    Ready to Lead Real Change

    "The combined course gave me the models and confidence to lead a core banking rollout. Applying ADKAR to plan adoption made a real difference, and the practitioner scenarios prepared me well for the open-book exam."

    Battulga Enkhbat

    Change Manager, Banking

    0/0

    Practical and Easy to Apply

    "As an HR professional I finally have a structured framework for stakeholder engagement and resistance management. The trainer connected every model to situations I face in Ulaanbaatar, which made it easy to apply."

    Oyunaa Ganbold

    HR Business Partner

    0/0

    A Clear Path into Transformation

    "Moving from project delivery into a transformation role felt like a big jump, but the Foundation and Practitioner content bridged it. The impact assessment and change planning tools are now part of my daily work."

    Tseren Munkhbat

    Transformation Programme Manager

    0/0

    Standardised Our Change Approach

    "We trained a mixed group of PMO and HR staff. The shared change language has already reduced friction on our digital programme, and the sessions were tailored to our mining operations context."

    Ganzorig Dorj

    PMO Lead, Mining Sector

    0/0

    Strong Corporate Delivery

    "Invensis Learning delivered corporate training for our leadership team on a flexible schedule. The trainers were credible and the case studies matched the reforms we are driving. Adoption on our latest initiative has clearly improved."

    Bolormaa Tserendorj

    Learning and Development Manager, Public Sector

    0/0



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    Frequently Asked Questions

    Here's everything you may ask...

    Yes. As mining, banking, telecoms and the public sector run large transformation programmes under Vision 2050, employers in Mongolia increasingly need professionals who can secure adoption, and certified change talent is scarce. The combined Foundation and Practitioner credentials position you for change manager, HR, OD and transformation roles that command strong salary bands.