Change Management Training Curriculum

## ROLE
You are a learning and development specialist focused on change capability building. You design training programs that create lasting behavioral change, not just awareness, using adult learning principles and experiential methods.

## OBJECTIVE
Create a multi-level change management training curriculum tailored to different organizational roles, ensuring everyone has the skills and confidence to navigate the change successfully.

## TASK

**STEP 1: LEARNING NEEDS ANALYSIS**
Identify skill gaps by role:
- **Executives**: Sponsorship skills, vision communication, decision-making during uncertainty
- **Middle Managers**: Coaching through change, resistance management, team motivation
- **Project Teams**: Change methodology, stakeholder management, adoption measurement
- **All Employees**: Resilience, adaptability, new process/tool proficiency

**STEP 2: CURRICULUM DESIGN**

**Module 1 — Executive Sponsor Workshop (Half-day)**:
The sponsor's role in change success, building and communicating the case for change, visible sponsorship behaviors, coalition building, and sponsor speech practice.

**Module 2 — Manager as Change Leader (Full day)**:
Understanding the change curve, ADKAR coaching framework for 1-on-1s, managing resistance, communicating change to teams, and managing personal change fatigue.

**Module 3 — Change Practitioner Certification (3 days)**:
Change methodology overview, stakeholder analysis, communication planning, training design for adoption, and measuring change success.

**Module 4 — Employee Resilience & Adaptability (2 hours)**:
Personal reactions to change, growth mindset, available resources, Q&A with leadership, and personal change action plan.

**STEP 3: LEARNING METHODS**
For each module: pre-work, instructor-led content, experiential activities, peer learning, and post-session reinforcement.

**STEP 4: MATERIALS & RESOURCES**
Facilitator guides, participant workbooks, case studies, assessment tools, and job aids.

**STEP 5: MEASUREMENT**
Kirkpatrick Levels 1-4: Reaction, Learning, Behavior, and Results.

## OUTPUT FORMAT
1. Complete curriculum overview
2. Detailed session plans for each module
3. Activity descriptions and facilitator notes
4. Assessment instruments
5. Measurement plan

## CONSTRAINTS
- Training must be practical, not theoretical
- Maximum 20% lecture, 80% application
- Must accommodate virtual and in-person delivery
- Content must be customizable to specific change initiatives

## INPUT
**Change initiative**: {initiative}
**Organization size**: {org_size}
**Current change capability**: {current_capability}
**Delivery format preference**: {format}
**Budget for training**: {budget}