Change Management Models for L&D
L&D professionals are responsible for driving workplace behavior change—but many don’t realize that this makes them key players in organizational change initiatives. Whether rolling out new processes, upskilling employees, or shifting workplace culture, L&D is often tasked with helping people adopt new ways of thinking and working. Yet, most L&D teams focus only on training, without considering the broader change management strategies that determine whether those efforts succeed or fail.
This session provides an objective comparison of widely used change management models, including Kotter’s 8-Step Process, Prosci’s ADKAR Model, Lewin’s Change Management Model, and others. You’ll learn the core principles, strengths, and limitations of each approach, how they compare, and when each is most effective. By understanding these models, L&D professionals can better align their efforts with organizational strategy, anticipate resistance, and design learning solutions that truly support lasting behavior change.
Whether you’re leading learning programs tied to transformation efforts or simply want to improve training effectiveness, this session will give you a clear, structured overview of change management theory—so you can drive learning that actually sticks.
Your people will learn how to:
- Recognize how L&D fits into broader organizational change efforts, understanding why training alone is not enough to drive behavior change.
- Identify the most widely used change management models, including Kotter’s 8-Step Process, Prosci’s ADKAR Model, and Lewin’s Change Management Model.
- Compare and contrast different change models, evaluating their strengths, weaknesses, and ideal use cases.
- Explain how change management frameworks influence learning initiatives, ensuring L&D efforts are better integrated into transformation strategies.
- Anticipate resistance to change, using insights from change management theory to design learning programs that support adoption and long-term behavior shifts.
- Make more informed decisions about training’s role in change efforts, allowing L&D teams to better align their work with organizational priorities.
About BCL
Understanding how people learn isn't always enough. To get projects done and make sure you target the right goals, you have to navigate complex organizations and their social environments. That's where consulting experience is a huge advantage. We combine deep understanding of learning with practical management consulting experience. This is the key to delivering high end learning experiences that move the dial.
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