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Best change management courses for the age of digital disruption. Period.

Powered by STEP UP!™ — our game of change management

Virtually all our change management courses feature STEP UP!™ – a powerful learning board game (a.k.a. simulation; “serious game”) for organizations faced with fast-pace, ongoing, disruptive and overlapping change.

Agile toolkit for today’s world

Most organizations continue to rely on step-by-step change management methodologies developed in the mid-90s, when change was still relatively slow and controlled (e.g. Prosci’s ADKAR, Kotter’s 8 Steps; Anderson’s 9 Phases; etc.). It doesn’t work anymore.

Time and again, the ORCHANGO Method™ has proven amazingly effective when fast-pace, ongoing, disruptive and overlapping change is the norm. Participants to our programs learn how to manage or navigate actual change with our unique tools, guiding principles and techniques.

Winning today & tomorrow

Our learning programs are specifically designed to reach two objectives that are absolutely critical to the survival of any organization:

  1. Execute current change and innovate successfully.
  2. Build change capabilities for an increasingly digital world.

We fulfill this ambitious mandate through our distinctive Learn-and-Execute® methodology, which integrates learning and execution in a very powerful way. It is the ultimate solution to sustain learning and maximize R.O.I.

A specific learning program for each audience

We have the best change management courses for executives, mid-level managers, front-line leaders, project teams, corporate innovators, change agents, individual contributors, mixed audiences, etc. We even have a program for Board of Directors. To address special audiences, context or objectives, we use customized versions of these programs.

Each program has three versions: for SMEs, mid-size businesses and large-organizations.

Programs for leaders
LEADING CHANGE ON THE FRONTLINE
Build your priority to-do list and use practical, proven tools to bring your team on-board

Who should attend: Front-line supervisors and managers who have to lead their teams through change.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 1 day.
  • REFLECT: ½ day, a few weeks after the LEARN session.
Excellent program! I now have concrete tools to bring my team on-board the changes we are currently dealing with.
— Manager, Technology Group Hydro Québec
I’d like more info about this course…
TRANSFORMING YOUR FUNCTIONAL AREA
Create a domino effect towards change and lead the transition effectively

Who should attend: Middle managers (directors, AVPs, etc.) who need to transform their functional area and lead their people through change.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 2 days, ideally non-consecutive in order to maximize value.
  • REFLECT: 2 x ½ days, a few weeks after each LEARN session.
Thank you for your important and insightful management guidance session, Transforming your Functional Area and its excellent “Step Up” game component. During my extensive management and engineering career I have been engaged with a significant number of business process presentations and learning programs. It was indeed a pleasure to receive your presentation and support material as the most valued and relevant I have experienced in respect to the challenge of change management. With sincere appreciation
— John W.B. Coulter, Manager and Chief Officer, Operating Engineers Regulation, Technical Standards and Safety Authority
I’d like more info about this course…
BEING AN EFFECTIVE SPONSOR DESPITE A BUSY SCHEDULE
Make your change campaign go viral through targeted actions

Who should attend: Senior executives who are or are preparing to become executive sponsors for important change initiatives – across the entire organization or within their business unit.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: ½ or 1 day.
  • REFLECT: ½ day, a few weeks after the LEARN session.
I recommend that Executives participate in this program. I know that a day or two with ORCHANGO could save months and hundreds of thousands of dollars to a large organization moving towards implementation.
— Bill Young, Director Corporate Projects, The Government of British Columbia
The combination of learning and reflection sessions was both unique and powerful. I really enjoyed the whole program and the learning!
— Scott Shawyer, President, JMP Engineering
Just a quick note to tell you how much I thoroughly enjoyed your session. I have been in a few change management sessions over the course of my career and this one was the most effective I have seen. The [STEP UP!™] game is a good way to present it and the journey of the game was fun and engaging… This is a course worth taking throughout the organization. Thanks again! Most enjoyable!
— Debbie Smith, Vice-President Business Solutions Delivery, Aviva
I’d like more info about this course…
Programs for project teams, change agents or change advocates
ROLLING OUT COMPLEX CHANGE INITIATIVES
Tackle the challenge with a world-class toolkit and become a change master

Who should attend: Members of “central project teams” – i.e. project managers, internal consultants, specialists and others in corporate or regional offices who are responsible for rolling out complex change across the organization.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 5 days spread over time, according to the time-frame of the actual change projects.
  • REFLECT: 3 x ½ days scheduled between the LEARN sessions.

Learning over an extended period of time was key to reinforce the tools, techniques and principles. The most useful aspects of the program were: the reflection sessions; being able to learn and work together as a project team; and the real-life examples the facilitator shared with us – I still remember them. Excellent presenter. He made it fun!
— Laurens Van Pager, Director Branch Operations, JMP Engineering Inc.

Thank you again for all the wisdom and tools, I’m using them often as I find the change management aspect has become a normal part of my thought process in everything we do. I even assess everything I hear on the news in the same way now!
— Rene Karavas, Regional Supervisor Elevating & Amusement Devices Safety Program, Technical Standards & Safety Authority

I often think of you when I am faced with dealing with individuals who might not be so willing to embrace a different process or are trying to learn something new. Your teachings have, and continue, to serve me well. Thank you!
— Luisa Andrews, Director, IT Technology Transition, BGIS

I’d like more info about this course…
SUCCEEDING AS A CHANGE AGENT FOR YOUR FUNCTIONAL AREA
Make it happen with battle-tested tools and effective guidance

Who should attend: Employees, professionals and managers appointed “change agents” for their functional area, usually with a three-fold mandate:

  1. Facilitate the implementation of change within their functional area.
  2. Liaise with the central project team.
  3. Support their functional leader in his or her role as “local sponsor”.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 3 days spread over time, according to the time-frame of the actual change projects.
  • REFLECT: 3 x ½ days, a few weeks after each LEARN session.

Excellent program. In short, I learnt that I can do this!! The tools are very accessible and inspirational! The booklet is full of little gems to anchor, guide and inspire. It hasn’t been collecting dust on the shelf.
— Peggy Hamilton, Change Agent, Government of British Columbia

I’d like more info about this course…
INFLUENCING WITHOUT AUTHORITY
Map out the key players and determine the best way to get buy-in for your ideas

Who should attend: Change advocates, sales professionals, managers and others who need to master the art of influence in order to succeed in their roles.

By “change advocates”, we mean people who want to see change happen but don’t have the power to sanction it. Hence, they need to influence change.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 1 day.
  • REFLECT: ½ day, a few weeks after the LEARN session.

I learned a great deal, which I will always treasure and utilize in my future endeavours.
— Kim Stegeman, Manager of Relationship Marketing, Delta Hotels

I’d like more info about this course…
Program for Individual contributors
MAKING SENSE OF ALL THE CHANGE IMPACTING US
Learn with your peers how to better navigate the rough waters of change

Who should attend: Individual contributors on the receiving end of change.

Learning methodology: Learn and Execute®.

Central learning activity: What do we need right now? What can we do about it?

Standard duration:

  • LEARN: ½ or 1 day.
  • REFLECT: embedded in the LEARN session.

Really helpful. I have not had this type of training before. It really helped me understand how to navigate change and how to work differently with others.”
— Participant, CIBC

The flow of activities made complete sense. The activities in themselves were quite entertaining. Moving forward, when information is required and not forthcoming, I will ask more questions.
— Paul Vibert, Application Support Specialist, FundSERV Inc.

Great course. I’ve learned a lot from it. Excellent job. I would attend any other course that Orchango would be putting on! Very well instructed.”
— Participant, Purolator

I’d like more info about this course…
SUCCEEDING AS A CHANGE AGENT FOR YOUR FUNCTIONAL AREA
Make it happen with battle-tested tools and effective guidance

Who should attend: Individual contributors appointed “change agents” for their functional area, usually with a three-fold mandate:

  1. Facilitate the implementation of change within their functional area.
  2. Liaise with the central project team.
  3. Support their functional leader in his or her role as “local sponsor”.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 3 days spread over time, according to the time-frame of the actual change projects.
  • REFLECT: 3 x ½ days, a few weeks after each LEARN session.

Excellent program. In short, I learnt that I can do this!! The tools are very accessible and inspirational! The booklet is full of little gems to anchor, guide and inspire. It hasn’t been collecting dust on the shelf.   — Peggy Hamilton, Change Agent, Government of British Columbia

I’d like more info about this course…
Programs for other audiences
PLAYING THE CHANGE MANAGEMENT GAME IN THE REAL WORLD
Compete in STEP UP!™ and learn what it really takes to drive change

Who should attend: Mixed audience of leaders, professionals and other change agents involved in driving organizational change.

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duration:

  • LEARN: 1 day.
  • REFLECT: ½ day, a few weeks after the LEARN session.

This is the best development course I have ever taken to help me both professionally and personally! — Gio Costantiello, Branch Manager

I’d like more info about this course…
STEP UP!™ – The game of change management
Board of Directors edition

Who should attend: Directors of the Board.

Example of scheduling: Clients have used the game to kick-off their Board’s annual strategic planning retreat (e.g. on a Sunday afternoon / evening – to have fun, learn and set the stage for the strategic discussions over the ensuing days).

Learning methodology: Learn and Execute®.

Central learning activity: STEP UP!™ game.

Standard duation:

  • LEARN: ½ day.
  • REFLECT: during the debriefing of the game at the end of the session or after lunch / dinner.

Typical participant testimonial:

The Travel Industry Council of Ontario (TICO) used the Board Edition of our STEP UP!™ game to kick-off its Board of Directors’ strategic planning retreat.

Excerpts from the post-retreat survey that TICO conducted with their directors:

  • Regarding the question: “How satisfied were you with this activity [i.e. STEP UP!™] as well as the content and the scope of the information presented?” – 75% of the Directors selected the top rating (“Very Satisfied”) and 25% the next best rating (“Satisfied”) on the survey’s 5-point scale.
  • 92% of the Directors declared they were “Very Satisfied” and 8% “Satisfied” with “the usefulness of the information provided by the presenter”.
  • The qualitative comments included: “It set the stage well for the rest of the discussions; it was fun yet quite eye opening”; “Very dynamic session”; “I personally gained a lot from the afternoon”.
I’d like more info about this course…
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