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Practical training · 2 days
A toolbox of participatory methods for implementing organizational change that people actually accept.
In short
Change Facilitator Training is a two-day practical training that gives leaders, HR and OD practitioners a toolbox of participatory methods for implementing organizational change, structured on Kurt Lewin's three-stage model — Unfreeze, Change, Refreeze.
Change is difficult. A main reason major change efforts fail is that the fears, uncertainties and culture clashes among the people affected are ignored. Put the right resources into planning for the human effects, help the new culture emerge healthily, and the returns are substantial — the earlier the work starts, the higher those returns.
We also believe only self-determined change is sustainable. Employees act on what they understand and accept; they do not like being told what to think. Involving every employee in the reasoning behind the change is what makes it stick.
We use the practical framework developed by Kurt Lewin, a pioneer in social psychology, organizational development and change facilitation. Unfreeze: create understanding of the change and deal with resistance. Change: develop a concrete plan of what, who and when. Refreeze: review and re-energise the change. The training provides the best participatory tools for each of the three stages.
Tools that help people grasp why a change is happening, so they act on it rather than merely comply.
Structured methods for surfacing fears and objections early, where they can still be worked with.
Every stage ends in agreed actions — what, who, when — that the group has built itself.
How the modules build on each other.
Communicating the change and dealing with the emotions it produces.
Working through the barriers and converting intent into a concrete plan.
Following through on progress and re-energising the effort.
Every tool is demonstrated, practised and debriefed — you leave with a toolbox, not a reading list.
The shape of the program. Exact sequencing is adapted to the group and the context.
The same learning process runs through every JoyeLearn facilitation program.
Grape People is a Finnish company founded in 2003 by a team of facilitation pioneers. It develops organizations through facilitation and participative practice, and has helped hundreds of organizations build consensus and take action. JoyeLearn delivers these programs as an authorised partner.
The CSA Facilitator Certification Program is quality-endorsed by Education Finland, the national education export programme, and its quality has been audited by the Finnish Education Evaluation Centre (karvi.fi).
Lead trainer Pepe Nummi has facilitated since 1998 and led international and virtual teams since 1990. A co-founder of Grape People and the inaugural chairman of the Finnish Association of Facilitators, he developed the Idealogue method and authored The Handbook on Facilitation, The Handbook of Virtual Facilitation, The Handbook of Facilitative Leadership and Beyond Brainstorming – Idealogue. He has provided facilitation services in over 20 countries and trained more than 10,000 facilitators.
Source: program content on this page is drawn from the official Change Facilitator Training program documentation. Accreditation and trainer credentials are as stated in that documentation. We do not promise specific business outcomes, rankings or certification results — what we commit to is the program content, structure and learning process described above.
Straight answers to what people ask before booking a program.
Kurt Lewin's Unfreeze–Change–Refreeze model. Unfreeze creates understanding of the change and deals with resistance; Change develops a concrete plan of what, who and when; Refreeze reviews and re-energises the change. The training supplies participatory tools for each stage.
Everyone involved in implementing change — leaders, consultants, trainers, HR and OD practitioners.
Hands-on. Both days are dedicated to practising and learning tools. You work through the stages of a change process and leave able to run change workshops yourself.
Because a main reason major change efforts fail is that the fears, uncertainties and culture clashes among affected people are ignored. Only self-determined change is sustainable — employees act on what they understand and accept.
A practical toolkit including the change story, cycle of perception, Me/We/Us, Brainwriting, Action Roadmap, Timeline, Force-field Analysis and Open Space, plus the capability to design and run a change workshop.
Next step
Every program runs as a public course, as in-company training tailored to your context, or as part of a longer capability-building track. Tell us the situation you are working with and we will suggest the right format.