Organizational Change & Innovation from edX

One thing is certain in today’s uncertain working world; the need to change and be innovative. People have different reactions to change in their organization, from firm resistance to enthusiastic engagement. Importantly, how people respond to change has a huge impact on organizational outcomes, and understanding these responses provides change leaders with an edge.

In this course we will explore the psychological underpinnings of reactions to change, needs assessment and evaluation models, and how to capitalize on employee creativity toward sustained innovation.

We begin by examining change resistance and readiness dynamics from both employee and leader perspectives.

Then, we focus on the importance of conducting a needs analysis at the change planning stage, and how a rigorous assessment process can increase the likelihood of successful change implementation.

Next, we rely on the ADKAR model to exemplify how change leaders ensure change buy-in and successfully drive change implementation by through employee involvement in the evaluation process.

Finally, we delve into the psychological and organizational factors underlying creativity and innovation, and specify how organizational leaders can develop an innovation climate.

This course is part of the UCx Micromasters in Organisational Psychology, each teaching key topics that will increase your knowledge about this exciting field. In order to qualify for the MicroMasters Credential you will need to earn a Verified Certificate in each of the five courses

What's inside

Learning objectives

Reasons for change resistance and change readiness
How change needs analysis and evaluation increase the likelihood of successful change implementation

Strategies used by leaders to ensure buy-in for change
Factors that support creativity and innovation in organizations toward continual change

Reasons for change resistance and change readiness
How change needs analysis and evaluation increase the likelihood of successful change implementation
Strategies used by leaders to ensure buy-in for change
Factors that support creativity and innovation in organizations toward continual change

Good to know

Know what's good

, what to watch for

, and possible dealbreakers

Focuses on change implementation using specific models and strategies, which prepares learners to manage change effectively

Examines key factors supporting employee creativity and innovation, helping learners foster an innovative work environment

Taught by experienced instructors in organizational psychology, providing learners with insights from experts in the field

Provides an in-depth exploration of the psychological underpinnings of reactions to change, enabling learners to understand and address human behavior during organizational transitions

Emphasizes the importance of needs assessment and evaluation in change management, equipping learners with tools to increase the likelihood of successful change implementation

Part of a MicroMasters Credential in Organisational Psychology, offering learners an opportunity to deepen their knowledge and skills in this field

Activities

Be better prepared before your course. Deepen your understanding during and after it. Supplement your coursework and achieve mastery of the topics covered in Organizational Change & Innovation with these activities:

Review Change Management Skills

Show steps

Refresh your understanding of fundamental change management skills to enhance your ability to engage with the course materials.

Browse courses on Change Management

Show steps

Examine key change management frameworks
Consider best practices for change implementation
Review techniques for assessing change readiness

Read 'Leading Change' by John Kotter

Show steps

Gain insights into the renowned 8-step process for leading change, enhancing your understanding of the key principles and frameworks involved in successful change implementation.

View HBR's 10 Must Reads for Executive Teams on Amazon

Show steps

Review the 8-step process for leading change
Consider the implications of each step for change management

Explore ADKAR Model Simulations

Show steps

Engage with interactive simulations of the ADKAR model to gain practical insights into its application.

Show steps

Identify the stages of the ADKAR model
Explore the implications of each stage for change implementation
Practice using the model in different change scenarios

Two other activities

Expand to see all activities and additional details

Show all five activities

Develop a Change Readiness Assessment

Show steps

Create a comprehensive assessment tool to gauge the readiness of an organization for change, enhancing your understanding of the factors that influence successful change initiatives.

Show steps

Identify key indicators of change readiness
Design assessment questions or activities
Develop a scoring mechanism to evaluate readiness levels

Conduct a Needs Analysis for a Change Initiative

Show steps

Embark on a real-world project to conduct a thorough needs analysis for a change initiative, solidifying your understanding of the importance of tailoring change interventions to specific organizational needs.

Show steps

Define the scope and objectives of the change initiative
Identify stakeholders and collect data through interviews or surveys
Analyze data to identify gaps and opportunities
Develop recommendations for addressing identified needs

Career center

Learners who complete Organizational Change & Innovation will develop knowledge and skills that may be useful to these careers:

Organizational Development Manager

An Organizational Development Manager helps lead the development of learning and skill-building curriculum. They work closely with organizational leadership to create change and innovation at a company. This course may be helpful because it teaches the foundations of organizational change and innovation, including managing employee reactions to change, conducting needs assessment and evaluation, and encouraging creativity among staff.

See salaries and explore the career path for Organizational Development Manager

Human Resources Manager

An HR Manager plans, directs, and coordinates human resource operations, policies, and programs across an organization. They are also responsible for overseeing organizational change and development. This course may be helpful because it helps HR professionals understand best practices for navigating change within organizations from an employee and leadership perspective.

See salaries and explore the career path for Human Resources Manager

Change Management Consultant

A Change Management Consultant advises clients on how to manage change within an organization. They help to develop and implement change strategies, and they provide support to employees throughout the change process. This course may be useful for understanding the psychological underpinnings of reactions to change, and how to capitalize on employee creativity toward sustained innovation.

See salaries and explore the career path for Change Management Consultant

Innovation Manager

An Innovation Manager is responsible for overseeing the development of new products, services, or processes within an organization. They work with cross-functional teams to identify and evaluate new opportunities, and they help to create a culture of innovation within the organization. This course may be helpful because it delves into the psychological and organizational factors underlying creativity and innovation, and specifies how organizational leaders can develop an innovation climate.

See salaries and explore the career path for Innovation Manager

Organizational Psychologist

An Organizational Psychologist applies psychological principles and research methods to improve the effectiveness of organizations. They work with organizations to design and implement programs that promote employee well-being, productivity, and job satisfaction. This course may be helpful in understanding the psychological underpinnings of reactions to change and how to capitalize on employee creativity toward sustained innovation.

See salaries and explore the career path for Organizational Psychologist

Learning and Development Manager

A Learning and Development Manager is responsible for planning, developing, and implementing training and development programs for employees within an organization. They work with organizational leadership to identify training needs and develop programs that align with the organization's strategic goals. This course may be helpful because it provides a foundation in understanding how to conduct a needs analysis and evaluation, which is a key part of developing effective training programs.

See salaries and explore the career path for Learning and Development Manager

Project Manager

A Project Manager is responsible for planning, organizing, and executing projects within an organization. They work with stakeholders to define project goals and objectives, and they develop and implement project plans. This course may be helpful for Project Managers because it provides a foundation in understanding change management and how to effectively lead teams through change.

See salaries and explore the career path for Project Manager

Strategy Consultant

A Strategy Consultant advises clients on how to develop and implement business strategies. They work with clients to identify strategic opportunities and challenges, and they develop and implement plans to achieve strategic goals. This course may be helpful for Strategy Consultants because it provides a foundation in understanding organizational change and innovation, and how to lead organizations through change.

See salaries and explore the career path for Strategy Consultant

Data Analyst

A Data Analyst is responsible for collecting, analyzing, and interpreting data to identify trends and patterns. They work with stakeholders to develop and implement data-driven solutions to business problems. This course may be helpful for Data Analysts because it provides a foundation in understanding how to analyze and evaluate change, as well as develop and implement change strategies.

See salaries and explore the career path for Data Analyst

Business Analyst

A Business Analyst is responsible for analyzing business processes and identifying opportunities for improvement. They work with stakeholders to define business requirements and develop solutions to meet those requirements. This course may be helpful for Business Analysts because it provides a foundation in understanding organizational change and innovation, and how to identify and evaluate opportunities for change.

See salaries and explore the career path for Business Analyst

Sales Manager

A Sales Manager is responsible for planning, developing, and executing sales strategies for an organization. They work with stakeholders to identify sales goals and objectives, and they develop and implement sales plans to achieve those goals. This course may be helpful for Sales Managers because it provides a foundation in understanding organizational change and innovation, and how to lead teams through change.

See salaries and explore the career path for Sales Manager

Marketing Manager

A Marketing Manager is responsible for planning, developing, and executing marketing campaigns for an organization. They work with stakeholders to identify marketing goals and objectives, and they develop and implement marketing plans to achieve those goals. This course may be helpful for Marketing Managers because it provides a foundation in understanding organizational change and innovation, and how to lead teams through change.

See salaries and explore the career path for Marketing Manager

Product Manager

A Product Manager is responsible for planning, developing, and launching new products or services. They work with stakeholders to define product requirements and develop product roadmaps. This course may be helpful for Product Managers because it provides a foundation in understanding organizational change and innovation, and how to lead teams through change.

See salaries and explore the career path for Product Manager

Chief Executive Officer (CEO)

A CEO is responsible for the overall success of an organization. They work with stakeholders to define the organization's vision, mission, and values, and they develop and implement strategies to achieve the organization's goals. This course may be helpful for CEOs because it provides a foundation in understanding organizational change and innovation, and how to lead organizations through change.

See salaries and explore the career path for Chief Executive Officer (CEO)

Operations Manager

An Operations Manager is responsible for planning, organizing, and controlling the operations of an organization. They work with stakeholders to define operational goals and objectives, and they develop and implement operational plans to achieve those goals. This course may be helpful for Operations Managers because it provides a foundation in understanding organizational change and innovation, and how to lead teams through change.

See salaries and explore the career path for Operations Manager