[100% Off] Change Leadership: Engage People, Overcome Resistance

Added on October 21, 2026 Personal Development 4 min read

What you’ll learn

Lead change people follow instead of resist: take 290+ question lists
procedures
templates and checklists in 42 downloadable resources,See why change fails and lead it with the eight steps,Work with emotion and vision
and anchor change in culture,Use organisational development: diagnosis
action planning and interventions at every level,Evaluate organisational development and manage the change inside it,Communicate change: audit
goals
audiences
channels and difficult news,Prevent and resolve conflict caused by change,Build engagement during change with measurement
one-to-ones and employee experience,Use the Resistance Reply Card to answer the objections you will hear,Learn with Mike
the #1 HR instructor on Udemy: 1,800,000+ enrollments
170,000 students
about 200 books on Amazon

Requirements

Experience in leading people or projects helps,No change management certification required,English at intermediate level or above
since all lessons are in English

Description

This course contains the use of artificial intelligence.

Resistance to change is usually described as an obstacle. It is better read as information: people resist a specific thing, for reasons that are often correct, and nobody asked them. Here are 298 tools to lead change that way: 179 ready-to-use question lists, procedures, templates and checklists, 94 models and methods, 24 services shown on screen and the Resistance Reply Card.

Open a lecture, take the procedure, and apply it to the change you are leading now.

Why initiatives stall

The decision is announced, a presentation is sent and the change is expected to happen. People hear about it last, their concerns are treated as negativity, managers repeat messages they do not believe and conflict grows. Six months later the initiative is quietly dropped.

What changes after this course

You plan change with people, not around them. You diagnose the organisation, choose interventions, communicate in the right order and channels, treat resistance as data, resolve conflict and keep engagement up until the change becomes part of the culture.

What is inside: 298 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

42 downloadable resources: lecture presentations plus the Resistance Reply Card
179 ready-to-use tools inside the presentations:
48 question lists and scripts: change communication planning, stakeholder emotional drivers, organizational change readiness, culture discovery
42 step-by-step procedures: Kotter eight-step change process, eight-step communication planning, culture principles workshop, interpersonal conflict resolution
34 templates and sample documents: communication plan, change project elevator pitch, OD action plan, culture relaunch announcement
33 checklists: change coalition selection, change vision quality, quick win criteria, bad news communication
15 scorecards, rubrics and matrices: change resistance intervention matrix, stakeholder influence-interest matrix, corporate values frequency assessment, team dysfunction scoring rubric
6 other working tools and 1 metric set: personal history team exercise, team effectiveness feedback exercise, employee experience survey
94 models and methods explained with examples: Lewin change model, rider-elephant-path model, force field analysis, Schein organizational culture model
24 services shown on screen, including Google Forms, 15Five, PeopleForce, CliftonStrengths and HIGH5

Where the tools are

Why change fails (2 sections, 32 tools). Mistakes, the eight steps, emotion, vision and culture.

Organisational development (3 sections, 111 tools). The discipline, diagnosis, action planning, interventions and evaluation.

Communicating change (2 sections, 46 tools). Audit, goals, audiences, channels and difficult news.

Conflict (2 sections, 39 tools). Psychology, types, real situations, prevention and resolution.

Engagement (3 sections, 80 tools). Measurement, the twelve elements, employee experience and managers.

Culture (2 sections, 21 tools). What culture is, the eight-step model, rituals and launch.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

When we introduced employee evaluation at a TV channel, we went role by role: casting, camera operators, lighting, drivers, sound, editors, designers. When we reached directors, some said it was nonsense. We looked at who was against it and what they had achieved, and it turned out to be the weakest performers: they were afraid of what the evaluation would show.

How to use the course

Start with why change fails, then use the organisational development, communication and engagement sections for your own change. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included