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GEN6168 Leading Teams Through Technology Change

$198.00
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The Executive Diagnostic and Governance Toolkit

Leading Teams Through Technology Change

Score your own function red, amber or green, find out which part is weakest, and walk into the next budget round able to defend what you want to fix. Built for leaders reviewing the rollout that depends on the same four people explaining it in person.

$199 one-time
30-day money-back guarantee Verified against latest insights, updated access provided within 24h

Each order is checked and updated against the latest insights before delivery. That is why access takes up to 24 hours rather than being instant.

What you walk out with
A scored, ranked picture of your own function, and a defensible answer to what to fix first.
1 You stop guessing where you stand.
You finish with a score, not an opinion: every part of your function rated red, amber or green, with the weakest ranked first. Evidence: a Quick Scan for the shape of it, then seven domain assessments of 30 scored questions each, 210 in all, rolled into one scorecard, plus a maturity radar and a current-versus-target gap analysis.
2 You can defend the decision.
You walk into the budget round with the gap named, the owner named and done defined, instead of a case built on instinct. Evidence: project charter, scope statement, RACI, requirements traceability and work breakdown structure, pre-filled in your domain's language.
3 The work actually moves.
The month after the decision is already built, so nothing stalls waiting for someone to design a form. Evidence: more than 60 project templates across all five PMBOK process groups, plus runbooks, SOPs, a KPI framework, audit checklists and a risk matrix. 55 to 65 files in total.
4 You use it the day it lands.
No blank templates to interpret. Every workbook opens with what it is, who uses it, when, how, a 1 to 5 scoring guide, what good looks like, and a worked example you delete and type over.
The Quick Scan is one sitting. You will know your weakest area before the day is out.
Nothing in it is generic project management: the build rejects any file that could belong to another course. Updated after you enrol, so it reflects where the work stands now. The 144-chapter course is included behind it, for the parts you want to go deeper on.
When the rollout depends on the same four people explaining it in person

The situation this is built for

You’re leading a team through a major technology change, but progress stalls because only a few understand the new system. Meetings repeat the same explanations. Onboarding takes too long. Resistance grows quietly. You see the same faces in every troubleshooting session. The burden falls on those who built it, not those who should sustain it. This dependency slows adoption, increases risk, and burns out your most capable people. The work isn’t moving forward — it’s circling.

Who this is for

Senior leader responsible for delivering outcomes through a team undergoing technology change. You don’t code or configure, but you own the team’s performance, cohesion, and ability to adapt. You attend steering meetings, read status reports, and hear whispers of frustration. You need to act, not audit.

Who this is not for

This is not for individual contributors learning new tools, technical trainers, or vendors selling change management software. It’s for leaders accountable for team dynamics during transformation.

What you walk away with

  • Diagnose where knowledge is concentrated and why
  • Design communication structures that scale understanding
  • Turn repeated explanations into reusable team assets
  • Build feedback mechanisms that surface resistance early
  • Create ownership pathways so change outlives the launch

How this maps to your situation

  • Diagnose the current state of team readiness
  • Design structures that scale understanding
  • Implement feedback and ownership mechanisms
  • Transition to sustainable operational mode

Before vs. after

Before
The rollout depends on the same four people to explain it repeatedly, creating bottlenecks and burnout.
After
The team operates with distributed knowledge, clear ownership, and self-sustaining feedback loops.

What's included with your purchase

  • 12 modules with 12 chapters each (144 chapters)
  • Downloadable templates and worked examples for every module
  • Hand-built implementation playbook delivered alongside course access
  • 30-day money-back guarantee

Delivery and format

  • Course and learning environment access provisioned within 24 hours of purchase
  • Hand-built implementation playbook delivered alongside course access

Format: Text-based modules and chapters in the Art of Service learning environment, plus downloadable templates and worked examples for every chapter, plus the hand-built implementation playbook delivered alongside course access.

Time investment: Approximately 3 hours per module, designed to be completed at your pace over 12 weeks or intensively in 3 weeks.

If nothing changes
Without intervention, your team will remain dependent on a few key individuals, increasing the risk of failure during turnover, slowing future initiatives, and eroding morale through unequal workloads.

How this compares to the alternatives

Unlike generic change management frameworks, this course focuses specifically on team dynamics during technology change, providing actionable diagnostics and role-specific tools rather than abstract models.

Also included: the full course, for when you want the reasoning behind a finding (12 modules, 144 chapters)

Depth reference. The diagnostic and the templates stand on their own; this is what to read when you want the reasoning behind a finding.

Module 1. Mapping the Current State of Team Readiness
Assess how your team currently engages with the technology change, identifying who understands what and where gaps exist.
12 chapters in this module
  1. Identifying the core team members leading the change
  2. Documenting who explains the system most frequently
  3. Mapping knowledge distribution across team roles
  4. Assessing individual confidence with new workflows
  5. Tracking repeated questions in team meetings
  6. Reviewing meeting minutes for recurring topics
  7. Evaluating documentation completeness and usage
  8. Measuring time spent on peer explanations
  9. Classifying types of resistance observed
  10. Noting informal feedback from team members
  11. Auditing access permissions and system roles
  12. Summarizing current pain points by role
Module 2. Defining Clear Ownership and Accountability
Clarify who owns what in the new environment to reduce ambiguity and prevent knowledge hoarding.
12 chapters in this module
  1. Creating a RACI matrix for key change components
  2. Assigning decision rights for configuration changes
  3. Defining escalation paths for unresolved issues
  4. Establishing ownership of training materials
  5. Clarifying who maintains system documentation
  6. Naming responsible parties for user support
  7. Setting expectations for cross-functional collaboration
  8. Documenting handoff procedures between teams
  9. Reviewing accountability in past rollout failures
  10. Aligning role descriptions with new responsibilities
  11. Formalizing ownership in team meetings
  12. Tracking accountability through status updates
Module 3. Designing Onboarding That Scales
Replace one-off explanations with repeatable onboarding processes that distribute knowledge broadly.
12 chapters in this module
  1. Analyzing onboarding pain points from new hires
  2. Mapping the ideal onboarding journey timeline
  3. Creating role-specific onboarding checklists
  4. Developing reusable explanation scripts
  5. Identifying common misconceptions to address
  6. Building a library of short demonstration videos
  7. Integrating system access into first-day setup
  8. Scheduling structured shadowing opportunities
  9. Assigning onboarding buddies with clear duties
  10. Measuring onboarding success with feedback forms
  11. Updating materials after each onboarding cycle
  12. Reducing dependency on original architects
Module 4. Building Feedback Loops That Work
Create structured ways for team members to share concerns and suggestions without waiting for meetings.
12 chapters in this module
  1. Setting up anonymous input channels
  2. Scheduling regular feedback collection intervals
  3. Categorizing feedback by theme and urgency
  4. Responding to input with visible follow-up
  5. Creating a shared feedback dashboard
  6. Training leads to solicit input effectively
  7. Incorporating feedback into sprint planning
  8. Highlighting changes made from team input
  9. Measuring sentiment trends over time
  10. Reducing response time to critical issues
  11. Documenting decisions based on feedback
  12. Celebrating contributions that led to improvements
Module 5. Running Change-Focused Team Meetings
Transform routine meetings into engines for adoption by focusing on progress, not just status.
12 chapters in this module
  1. Redesigning agendas to prioritize change topics
  2. Assigning time for peer knowledge sharing
  3. Rotating presentation responsibilities
  4. Tracking action items from change discussions
  5. Inviting guest perspectives from other teams
  6. Highlighting recent adoption successes
  7. Reviewing metrics related to change uptake
  8. Addressing recurring questions publicly
  9. Practicing new workflows in meeting time
  10. Using meetings to test communication clarity
  11. Documenting decisions that affect workflows
  12. Evaluating meeting effectiveness monthly
Module 6. Creating Reusable Knowledge Assets
Turn verbal explanations into durable resources that reduce repeat questions.
12 chapters in this module
  1. Identifying frequently explained concepts
  2. Writing step-by-step guides for common tasks
  3. Creating annotated screenshots for clarity
  4. Producing short video walkthroughs
  5. Organizing content by user role
  6. Storing assets in a shared knowledge base
  7. Tagging content for easy discovery
  8. Linking assets to relevant workflows
  9. Updating materials after system changes
  10. Measuring usage of knowledge assets
  11. Soliciting input on content improvements
  12. Recognizing contributors to the knowledge base
Module 7. Measuring Progress Beyond Adoption
Track deeper indicators of change success, like confidence, autonomy, and reduced rework.
12 chapters in this module
  1. Defining metrics for knowledge distribution
  2. Tracking reduction in peer explanation requests
  3. Measuring time to resolve common issues
  4. Surveying confidence in new workflows
  5. Monitoring error rates in new processes
  6. Counting contributions to documentation
  7. Assessing participation in change meetings
  8. Evaluating cross-role support frequency
  9. Reviewing feedback loop responsiveness
  10. Calculating time saved from automation
  11. Benchmarking against pre-change baselines
  12. Reporting progress to leadership teams
Module 8. Aligning Leadership Messaging
Ensure consistent communication across levels to prevent mixed signals and confusion.
12 chapters in this module
  1. Creating a shared leadership talking points document
  2. Holding alignment sessions before major announcements
  3. Reviewing messaging with cross-level representatives
  4. Clarifying the change’s purpose and goals
  5. Addressing known team concerns in communications
  6. Using consistent terminology across messages
  7. Timing communications to match rollout phases
  8. Distributing messages through multiple channels
  9. Training managers to relay information accurately
  10. Capturing and correcting misinterpretations
  11. Reinforcing key messages in recurring meetings
  12. Evaluating message clarity through team feedback
Module 9. Developing Change Champions
Identify and empower team members to model and support new behaviors.
12 chapters in this module
  1. Spotting early adopters and influencers
  2. Defining the role of change champion formally
  3. Selecting champions across roles and levels
  4. Providing training on peer support skills
  5. Equipping champions with talking points
  6. Creating a private forum for champions
  7. Scheduling regular check-ins with leaders
  8. Tracking champion-led initiatives
  9. Recognizing contributions publicly
  10. Rotating champion roles over time
  11. Gathering input from champions on barriers
  12. Measuring champion impact on team metrics
Module 10. Managing Resistance Constructively
Treat resistance as data, not defiance, and use it to improve the rollout.
12 chapters in this module
  1. Distinguishing constructive critique from disengagement
  2. Listening to concerns without defensiveness
  3. Documenting recurring objections systematically
  4. Testing solutions to address common pushback
  5. Involving resisters in problem-solving
  6. Reframing resistance as engagement
  7. Adjusting timelines based on feedback
  8. Communicating changes made from input
  9. Tracking resolution of specific concerns
  10. Recognizing improved adoption over time
  11. Addressing misinformation promptly
  12. Building trust through consistent follow-through
Module 11. Sustaining Change After Launch
Ensure the team continues to evolve with the technology, not revert to old ways.
12 chapters in this module
  1. Planning post-launch review meetings
  2. Updating documentation after stabilization
  3. Revising onboarding materials based on experience
  4. Continuing feedback collection indefinitely
  5. Rotating ownership of key components
  6. Scheduling periodic skill refreshers
  7. Celebrating long-term adoption milestones
  8. Integrating change into performance reviews
  9. Monitoring for regression to old workflows
  10. Adapting processes based on usage data
  11. Recognizing sustained contributors
  12. Planning for next-phase enhancements
Module 12. Handing Off to Business as Usual
Transition from project mode to operational ownership without losing momentum.
12 chapters in this module
  1. Defining criteria for successful handover
  2. Identifying operational owners for each function
  3. Documenting support procedures for ongoing issues
  4. Transferring access and permissions permanently
  5. Archiving project-specific communication channels
  6. Closing out project management tools
  7. Conducting a formal handover meeting
  8. Confirming understanding with new owners
  9. Scheduling follow-up check-ins
  10. Measuring stability after transition
  11. Celebrating project completion with the team
  12. Capturing lessons for future rollouts

Frequently asked

Who is this course for?
Senior leaders responsible for team performance during technology change, not technical implementers or individual contributors.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
What will I get from this course?
A clear assessment of your team’s readiness, a tailored action plan, and tools to distribute ownership and sustain change.
Is there a money-back guarantee?
Yes, 30-day money-back guarantee if the course does not meet your expectations.
How long does it take to complete?
Approximately 36 hours total, designed to be completed at your own pace.
What formats do the templates come in?
The implementation playbook downloads as PDF and editable XLSX. The course reads in your learning environment and exports to PDF for offline use. The files are yours to keep.
Can I share this with my team?
The licence is per person. Team pricing opens from three seats: reply to the order confirmation with TEAM and we will set it up.
How quickly can I start?
The diagnostic is one sitting and the templates work straight out of the kit. Account access takes up to 24 hours rather than being instant, because every order is checked and updated against the latest sources before it is delivered.
$199 one-time. Approximately 3 hours per module, designed to be completed at your pace over 12 weeks or intensively in 3 weeks..

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.

30-day money-back guarantee·Know your weakest area today·210 scored questions·Course included· Account access within 24 hours
30-day money-back guarantee, no questions asked.
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