- Differentiate between the concepts of CHANGE and TRANSITION and discover how that distinction shapes our ability to lead more effectively through both
- Identify personal responses and reactions to transition to enhance current and future effectiveness of change implementation
- Collaborate with peers to gain insight on implementing effective change processes that inspire a motivated and engaged team
- Discover and apply discussion content to current leadership situations and organizational processes
- Develop an action and implementation plan of new change leadership competencies
Taking Charge of Change
Leading Yourself and Teams Through
Change, Transition and Ambiguity
Change is the one constant every leader navigates. Restructures, shifting priorities, new leadership, evolving roles: nobody predicted all of it, and yet here we are, navigating it in real time. The leaders who do this well are not the ones with a better crystal ball. They are the ones who have built a genuine change agility, and who know how to bring their teams through uncertainty with clarity, confidence, and forward momentum.
This change management and leadership development workshop draws a critical distinction that most change initiatives overlook: the difference between change, which is situational and external, and transition, which is the internal psychological process people move through in response to it. When leaders understand that distinction and can communicate it clearly, everything about how they manage organizational change becomes more effective. Participants leave with key frameworks for identifying how they and their teams respond to transition, a shared vocabulary for holding each other accountable through change, and a concrete action plan for leading future change initiatives with greater empathy, skill, and impact.
What You'll Learn
During this change management and leadership workshop, participants will:
Leadership Behaviors You'll Develop
As a result of this session, participants will be able to enhance their leadership capabilities through the following behaviors:
- Increasing awareness of transition processes to enhance implementation of team, departmental, and large-scale change initiatives
- Enhancing empathy and using appropriate language to communicate with care during periods of organizational change
- Soliciting feedback from multiple stakeholders to ensure alignment and shared momentum through transition
- Providing positive reinforcement to ensure continued engagement during periods of uncertainty and change
- Projecting self-confidence and instilling genuine confidence in others during times of transition and ambiguity
Who Is This Workshop For?
This workshop is ideal for leaders at any level who are navigating organizational change and ready to lead their teams through it with greater clarity, empathy, and confidence. It is a natural fit for leadership off-sites, development programs, and any initiative where a team is building the shared vocabulary and skills to move through change together with resilience and purpose.
Related Workshops
Learning Objectives:
- Define the concepts of EMOTIONAL AGILITY and PSYCHOLOGICAL SAFETY, and explore the building blocks that allow this to prosper in an individual level and within a team environment
- Explore the five common “THINKING TRAPS” that get people stuck, and practice five communication and trust-based “ESCAPE ROUTE” strategies to help yourself and others break free
- Empower team members to speak their minds, and encourage emotional openness from others
Key Themes & Leadership Behaviors:
- Psychological Safety
- Building Trust
- Effective Communication
Learning Objectives:
- Define the CURRENT STATE and FUTURE STATE of the team’s collective goals and objectives
- Experiment with design thinking methodology to begin ideation of creative, implementable action plans to fully realize your team’s ideal future state
- Leverage positive psychology to create future-focused, behavior-based outcomes
Key Themes & Leadership Behaviors:
- Strategic Thinking + Goal Setting
- Creativity + Innovation
- Positive Psychology & Growth Mindset
Learning Objectives:
- Define the concepts of EMOTIONAL AGILITY and PSYCHOLOGICAL SAFETY, and explore the building blocks that allow this to prosper in an individual level and within a team environment
- Explore the five common “THINKING TRAPS” that get people stuck, and practice five communication and trust-based “ESCAPE ROUTE” strategies to help yourself and others break free
- Empower team members to speak their minds, and encourage emotional openness from others
Key Themes & Leadership Behaviors:
- Psychological Safety
- Building Trust
- Effective Communication
Learning Objectives:
- Define the CURRENT STATE and FUTURE STATE of the team’s collective goals and objectives
- Experiment with design thinking methodology to begin ideation of creative, implementable action plans to fully realize your team’s ideal future state
- Leverage positive psychology to create future-focused, behavior-based outcomes
Key Themes & Leadership Behaviors:
- Strategic Thinking + Goal Setting
- Creativity + Innovation
- Positive Psychology & Growth Mindset
Learning Objectives:
- Discover the three types of team design to effectively lead current and future strategic priorities
- Clarify your role as a leader, and determine how to effectively delegate, direct, coach, and empower from afar
- Explore strategies to inspire creativity and effective decision making in a remote work setting
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Leading Virtual + Remote Teams
- Building Trust + Strengthening Collaboration
- Effective Communication
Learning Objectives:
- Differentiate between the concepts of COACHING and MENTORING in our leadership style
- Experiment with coaching methodologies to enhance our skill set, and determine the strategic questions that inspire others to feel empowered to act
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Coaching for Empowerment
- Asking Strategic Questions + Active Listening
- Talent Development
Learning Objectives:
- Discover the three types of team design to effectively lead current and future strategic priorities
- Clarify your role as a leader, and determine how to effectively delegate, direct, coach, and empower from afar
- Explore strategies to inspire creativity and effective decision making in a remote work setting
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Leading Virtual + Remote Teams
- Building Trust + Strengthening Collaboration
- Effective Communication
Learning Objectives:
- Differentiate between the concepts of COACHING and MENTORING in our leadership style
- Experiment with coaching methodologies to enhance our skill set, and determine the strategic questions that inspire others to feel empowered to act
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Coaching for Empowerment
- Asking Strategic Questions + Active Listening
- Talent Development
View More Workshops
View More Workshops
Frequently Asked Questions
What is the difference between change and transition in this change management workshop?
Change is situational and external, such as a restructure, a new leader, or a strategic shift. Transition is the internal psychological process people move through in response to that change. This distinction matters enormously in practice: leaders who understand and communicate it clearly are far more effective at guiding their teams through uncertainty and building the momentum that makes change actually stick.
What frameworks are used to explore change and transition leadership in this workshop?
The workshop draws on established change and transition research, including the three transition phases: the ending / losing / letting go phase, the neutral zone, and new beginnings. Participants apply these frameworks to their own experiences and their team's current reality, building a shared vocabulary they can use long after the session ends to support each other through future change with greater intentionality.
How does this workshop help leaders communicate more effectively during organizational change?
Participants develop the empathy and language to meet their teams where they are in the transition process. That includes understanding what people need to hear during each phase, how to address uncertainty with honest confidence, and how to maintain engagement and forward momentum even when the path ahead is still taking shape.
How does a shared vocabulary around change and transition strengthen team accountability?
When everyone on a team understands the language of change and transition, they can name what they are experiencing, support each other through it, and hold one another accountable in a constructive and compassionate way. That shared vocabulary transforms individual reactions into collective resilience and forward momentum.
Can this workshop be tailored to a specific change initiative our organization is navigating?
Absolutely. The Leadership Laboratory works with organizations to contextualize this workshop for the specific transitions a team is moving through, whether a merger, a reorganization, a leadership change, or a cultural transformation. The frameworks are universal; the application is always made deeply relevant to your team's specific context and current moment.
Jacob Goldstein
Jacob Goldstein is the founder of The Leadership Laboratory, and leverages his experiences in education, the performing arts, and corporate learning & leadership development to his work. As a performer, Jacob has sung as a backup vocalist for musical artists such as Josh Groban, Idina Menzel, and Patti LuPone, as a recording artist for Netflix series Sense8, and at venues including The United Center, The Chicago Theater, and Chicago Symphony Center. In the education space, Jacob has served as an educator for high school, undergraduate and graduate students, and has been a Guest Lecturer at Northwestern University since 2016. As a Learning & Leadership Development Consultant, Jacob has worked as a one-on-one coach and group workshop facilitator to organizations ranging from startups to Fortune 500 companies in diverse industries, including technology, healthcare, non-profit, and fashion/apparel. Jacob holds a Bachelor’s degree from The University of Illinois at Urbana-Champaign, and a Master’s of Science in Communication from Northwestern University.
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The Leadership Laboratory works across multiple industries - including start-up and established technology firms, non-profit and government agencies, finance companies, healthcare organizations and more. We are proud to collaborate with individuals and teams of all sizes.
Contact us and say hello! We're excited to get to know you and share our ideas on learning + leadership development.
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