Syllabus – Implementing Strategic Change

William Casey, Ph.D.;
[email protected]
Erin Beamer, M.B.A.
[email protected]

Sent in advance:

  • Managing Transitions: Making the Most of Change (1991) by William Bridges
  • “Leading Change: Why Transformation Efforts Fail” by John Kotter (Harvard Business Review article)

Handed out in class:

  • Project Tools for Organizational Change (1999) classroom manual by Bill Casey

Read the Bridges text before class and answer the study questions given later in this syllabus. Turn them in the first day of class.


All classes run from 8:00 a.m. until 5:00 p.m. Some classes may get out a little early, but students should not plan on it. (There will be an hour or two of homework every night. Between day three and day four there will be considerably more homework during which time students will need to meet in workgroups.)

Students will:

  • Apply each of the components of the Meta-model of Change to their own work environment.
  • Demonstrate an understanding of the difference between “hard change” and “soft change” by citing three examples of each.
  • Perform a Gap Analysis of the Compelling Threats and Compelling Vision forcing change in their current work environment.
  • Give one example of change which fits either Lewin or Bridges’ models of change.
  • Apply single, double and triple loop learning models to the change targets: Values, principles and procedures, using personal experiences.
  • Identify personal experiences in organizational change that parallel Kubler-Ross’ five-step grief process.
  • Use a variation on the force field technique to diagnose change capability of own organization
  • Identify and evaluate commitment to change of the Key Stake holders in own organization, employing the Commitment Charting technique.
  • List two examples of resistance to change which fall into the category of fear, and two which fall under the category of conflict.
  • Draft a design for change using information from the Gap Analysis and Force Field Analysis, and which employs the eight transformational levers.
  • Use a force field analysis to analyze why a strategic change failed to sustain.

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If you are a student who has completed the course, download helpful templates, including a homework template and a homework sample.

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