Learning often aims to spark change—whether in behavior, mindset, or performance. Theories of change help explain how and why people shift what they do, and what conditions make that change more likely to last. While not always about instruction directly, these models are essential for anyone designing programs meant to influence real-world outcomes. This section explores frameworks that can help you plan for change, not just hope for it.
Learn what Appreciative Inquiry is, how it works, and where it applies. Covers principles, the 5-D cycle, and implications for corporate learning.
Read moreLearn how the Beckhard-Harris Change Formula helps assess readiness for change by evaluating dissatisfaction, vision, and first steps against resistance.
Read moreThe Immunity to Change model helps uncover hidden psychological barriers to behavior change, promoting sustainable growth in individuals and organizations.
Read moreKotter’s Change Model offers a strategic roadmap for leading organizational transformation, focusing on urgency, leadership, and momentum.
Read moreLewin’s Change Model offers a three-stage framework for managing organizational change—unfreezing, changing, and refreezing—guiding successful transformation.
Read moreThe McKinsey 7-S Framework helps organizations align strategy, structure, systems, and culture to drive successful change and performance.
Read moreNudge Theory leverages small, subtle changes in decision-making context to encourage better behavior, enhancing learning and participation in L&D.
Read moreThe Transtheoretical Model of Change helps understand behavior change as a process through stages, offering insights for personal and organizational growth.
Read moreWhole Person Learning is a model for assessing and designing behavior change, addressing cognitive, environmental, and social influences.
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