Executive Education · Program in development
Lead change as a human undertaking.
An applied executive learning journey exploring the human and organizational dimensions of change, including influence, culture, organizational diagnosis and transformation.
Philosophy & overview
Executive Master in Change
Executive Master in Change is a working program title, pending credential and naming review. It is an executive learning experience in development. It is not a university degree and does not confer an accredited academic qualification.
Change is usually planned as a technical exercise and experienced as a personal one. Between the plan and the experience lies most of what determines whether a transformation takes hold.
This program is being designed for professionals who want to work in that space with skill: to understand why people and systems respond to change as they do, and to intervene in ways that are both rigorous and humane.
Who it is designed for
Designed for experienced professionals.
- 01Transformation professionals leading or supporting major change.
- 02HR and organizational development leaders.
- 03Business leaders responsible for teams in transition.
- 04Consultants and advisors who guide organizations through change.
Key leadership questions
The questions this experience is built to explore.
- 01How does my own relationship with change shape the way I lead it?
- 02Why do capable people resist changes they agree with in principle?
- 03How do power and culture decide what an organization will accept?
- 04How can I tell what an organization's real problem is?
- 05What makes an intervention take hold, and what makes it fade?
Learning themes
Curriculum themes.
Themes describe the intended curriculum and may be refined as the program is developed.
- 01
Leading Self & Change
The leader's own responses to uncertainty, and their effect on others.
- 02
Human Behavior & Influence
How people form judgments, commit to action and are moved by those around them.
- 03
Teams, Power & Culture
Group dynamics, sources of authority and the norms that hold an organization together.
- 04
Organizational Diagnosis
Methods for understanding a system before attempting to alter it.
- 05
Designing Change Interventions
Choosing where, how and with whom to act, and anticipating the consequences.
- 06
Leading Transformation
Sustaining change across an organization over time.
Intended outcomes
What the program aims for.
These are intended outcomes. What each participant gains will depend on their own engagement and context.
PARTICIPANTS ARE INTENDED TO BE BETTER ABLE TO
- 01Examine their own assumptions and reactions as instruments of change.
- 02Explain resistance in terms that lead to better responses.
- 03Carry out a structured diagnosis of an organizational situation.
- 04Design interventions suited to a particular culture and context.
- 05Lead a transformation with attention to both results and people.
Learning experience & methodology
How the learning is intended to happen.
- 01
Concepts
Ideas from management thinking and organizational psychology, taught for use.
- 02
Inquiry
Diagnosis practised on real situations, including the participant's own.
- 03
Exchange
Sustained work with a peer group that challenges and supports.
- 04
Application
An applied change project carried through the journey.
Practical application
Participants are intended to bring a real change effort from their own organization or practice, apply each theme to it in turn, and develop a reasoned approach they can act on.
Request information about the Executive Master in Change.
This program is in development. Format, schedule, admissions and faculty have not been confirmed. Write to us and we will share information as it becomes available.