Course Overview

    Overview

    Course Highlights

    Eligibility Criteria

    Benefits

    Exam Format

    Certification Cost

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

    Certification Badge

    Change Management Foundation & Practitioner

    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

    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 F&P Certification Cost

    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.

    The Change Pressures Driving Global Demand for Certified Talent

    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.

    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.

    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.

    Change Management Foundation Course Curriculum

    Change Management Practitioner Course Curriculum

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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

    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 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 1475

    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 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

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    Professionals Trained

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    Hours of Training Delivered

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    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

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    Corporate Change Management TrainingUpskill Whole Teams at Once

    • 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

    Leading Organizations

    DeloitteAccenturePwCIBMCapgeminiHSBC

    What Our Learners Say

    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

    Change Manager

    0/0

    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

    Project Manager

    0/0

    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

    HR Business Partner

    0/0

    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

    Independent Change Consultant

    0/0

    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

    Learning and Development Director

    0/0

    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

    Transformation Program Director

    0/0



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    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.