Course Overview

    Overview

    Course Highlights

    Eligibility Criteria

    Benefits

    Exam Format

    Certification Cost

    What Is the Change Management Foundation and Practitioner Certification?

    Your Route into Change Leadership

    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 Sweden

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

    What You Gain from CM-F&P Certification

    A Credential That Pays Off

    Change Management F&P Exam Format in Sweden

    What to expect on exam day

    The Change Management Foundation and Practitioner exams in Sweden 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 Sweden

    Change Management Career Outcomes in Sweden

    Roles, Demand and Pay

    Change management has become a recognised profession across Sweden, valued by IT, consulting, BFSI, manufacturing, energy and public sector employers running large transformation programmes. As firms pursue digital transformation and the green transition, professionals who can lead adoption and reduce resistance are in demand. Roles range from Change Analyst and Change Manager to Change Management Consultant and Head of Change, and here is what the market is telling us now.

    Change Management Challenges Driving Demand in Sweden

    Change management is a career multiplier for professionals who make transformation stick. Join learners across Sweden who lead change that people adopt. Start your CM-F&P journey today.

    Your Sweden Change Career Transformation

    Your Change Career Before and After CM-F&P

    A Clear Step up in Sweden

    Sweden's transformation agenda spans digital, green and public sector change, and employers increasingly separate certified change professionals from the rest. Here is which side of that line you want to be on.

    Sources: SalaryExpert, Glassdoor, PayScale, Jobicy (Sweden) 2025-2026.

    How to Get Change Management F&P Certified in Sweden

    Step-by-Step Certification Process

    Embark on the road to Change Management certification exam success in Sweden. 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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    Skills You Will Build in the CM-F&P Programme

    Practical Change Capability You Can Use

    The combined Change Management Foundation and Practitioner training builds knowledge across the five syllabus areas and the ability to apply it. By the end, you can plan, lead and embed organisational change and are ready to sit both exams.

    Understand How Individuals Experience Change

    Apply individual change models such as ADKAR and Bridges' Transition Model to understand resistance, motivation and how people move through endings, the neutral zone and new beginnings.

    Lead Organisational Change with Proven Models

    Select and apply Lewin's Three-Step Model, Kotter's 8-Step Model and the McKinsey 7-S Framework, and diagnose organisational culture using Schein's model to plan change that fits the context.

    Engage Stakeholders and Communicate Change

    Identify and analyse stakeholders, build engagement strategies, and design change communication plans, drawing on Cialdini's principles of influence to reduce resistance.

    Build and Deliver Change Management Plans

    Run change impact assessments, plan training and capability building, manage resistance, and embed change so it sustains beyond go-live, the core of change practice.

    Strengthen Your Professional Change Practice

    Develop emotional intelligence using Goleman's model, apply coaching and facilitation skills, and handle the ethics and self-management that underpin effective change leadership.

    Apply Change Approaches to Real Scenarios

    Practise Practitioner-level, scenario-based analysis and open-book exam technique, applying change models to realistic organisational situations under timed conditions.

    Who Should Take

    Change Management F&P Certification Training in Sweden?

    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 Sweden 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

    SEK 14030

    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 in Sweden

    Trusted by Professionals and Teams

    As a trusted Change Management training company in Sweden, Invensis Learning delivers structured Change Management Foundation and Practitioner training for individuals and organisations building change capability. Our programmes combine experienced trainers, CMBoK-aligned courseware, flexible delivery and learner-focused support. Whether you enrol as an individual or plan corporate training for your team, we provide a professional learning experience built around practical understanding, real-world application and measurable outcomes. Our ISO 9001 and ISO 27001 certifications reflect our commitment to quality and information security.

    • Experienced, change-qualified trainers with real transformation experience
    • Combined 40-hour Foundation and Practitioner programme in one pathway
    • Flexible formats: live virtual, classroom and corporate group training
    • Courseware aligned to the official Change Management syllabi and the CMBoK
    • Structured exam preparation with mock exams and practice questions
    • Guidance to sit both the Foundation and Practitioner exams with confidence
    • Dedicated learner support before, during and after training
    • Trusted delivery for professionals and teams across Sweden and worldwide

    24/7

    Learner Support

    50+

    Industries Served

    1-to-1

    Doubt-Clearing Sessions

    60+

    Global Course Portfolio

    ISO 9001:2015 Certified

    ISO 9001:2015 Certified

    ISO 27001:2022 Certified

    ISO 27001:2022 Certified

    Secure SSL Encryption

    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 Sweden

    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 Sweden

    Upper House, 25 Gothia Towers, Mässans gata 24, 402 26 Göteborg

    Change Management Foundation and Practitioner Training Location in Sweden

    Grand Hôtel, Södra Blasieholmshamnen 8, 103 27 Stockholm

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    Corporate Training in Sweden

    Aligned to Transformation Goals

    • Tailored change management training for teams and departments
    • Flexible delivery through onsite, live virtual, hybrid or blended formats
    • Schedules aligned to your organisation's availability
    • Role-based examples and case studies relevant to your industry
    • Experienced trainers with change and transformation expertise
    • Dedicated coordination and support for group programmes
    • Scalable delivery for teams across Sweden and global locations

    Leading Organisations

    EricssonVolvo GroupIKEASEBVattenfallScania

    What Our Learners Say

    Passed Both Exams and Applied It at Work

    "The combined Foundation and Practitioner training gave me a clear method for leading change, not just theory. The ADKAR and Kotter sessions and the scenario practice helped me pass both exams and apply the models on a live transformation programme."

    Johan Lindqvist

    Change Manager

    Practical and Immediately Useful

    "As an HR business partner I needed the vocabulary and tools to support leaders through restructuring. The stakeholder engagement and communication content was practical and immediately useful, and the trainer answered every question."

    Anna Bergstrom

    HR Business Partner

    Strong Exam Preparation

    "The open-book Practitioner exam technique was the part I valued most. Learning to navigate the guide quickly while still applying judgment made a real difference on exam day. Well structured and well paced."

    Mikael Sundberg

    Project Manager

    One Shared Change Method Across the Team

    "We trained a mixed group of project and change leads with Invensis Learning. The team now shares one approach to change impact and resistance, and adoption on our digital programme has clearly improved. The delivery was flexible around our schedule."

    Karin Ekstrom

    Transformation Lead, Manufacturing Sector

    Corporate Training That Fit Our Goals

    "We ran corporate CM-F&P training for our PMO and change function. The content mapped neatly to our transformation goals, and the trainers tailored examples to our sector. A measurable step up in how our teams plan and communicate change."

    Erik Nilsson

    Head of PMO, Financial Services Sector

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    Frequently Asked Questions

    Here's everything you may ask...

    CM-F&P is a two-level qualification for managing the people and culture side of organisational change. Foundation validates your knowledge of change concepts and models, while Practitioner validates your ability to apply them to real organisational scenarios. It is aligned to the CMBoK and recognised internationally.

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