A practical programme for managers tasked with making AI change land — not the technology decision, but the harder human one: carrying people through disruption, redesigning how work is done, and making the change hold once the project team moves on.
AI initiatives are rarely killed by the technology. They are killed in the implementation — by quiet non-adoption, by workflows that were automated without being redesigned, by people who were told change was coming but never brought into it, and by a change that fades the moment the project sponsor’s attention moves elsewhere. The board approves the investment; the manager in the middle has to make it real.
This programme equips managers to lead the human and organisational side of AI-driven change. It treats adoption as a leadership problem rather than a rollout plan: understanding why people resist, redesigning work so the tool genuinely helps, communicating through uncertainty, and building the habits and accountability that make change hold. It draws directly on Impact Thinking’s research on why change doesn’t hold and the conversational moves that make execution real.
Eight live two-hour sessions per part — sixteen learning hours per part. Take one part on its own, or progress through the full pathway — each part ends with a practical output your organisation keeps.
Why AI change is different, and where it really succeeds or fails.
Output · AI Change Readiness & Resistance Map
What is genuinely new about AI-driven change, and what is the same old change problem.
Distinguishing fear, rational objection, and legitimate warning in what looks like resistance.
A clear-eyed read of where this change will meet friction, and why.
The practical work of carrying people and workflows through the change.
Output · AI Transition & Workflow Redesign Plan
Making the tool improve the job rather than hollow it out or bolt onto a broken process.
Sequencing the change, with owners and the conversations that carry it.
Embedding new ways of working so they survive after the attention moves on.
Output · Change-That-Holds Roadmap
The predictable ways AI change unravels once the project ends, and how to design against them.
Bringing embedding, accountability and measurement together.
Every session combines short expert input with facilitated discussion and applied practice: real public- and private-sector cases, decision-making exercises, role plays and simulations, peer coaching and workplace application. Cases reflect the constraints managers actually face — limited resources, organisational politics, competing stakeholder interests and incomplete information.
Between sessions, peer-coaching groups, facilitator-led clinics and sponsor check-ins keep the learning attached to genuine organisational challenges rather than theory in isolation.
Assessment is practical throughout — no formal examinations. Evidence includes case analysis, completed templates, workplace application tasks, peer feedback and the final plans and roadmaps. A CPD certificate is available for each part where applicable.
In-house delivery is tailored to your organisation and the change you are actually leading, and becomes the better value from around five participants. Bespoke versions, single parts and multi-cohort rollouts are all available — tell us the context and we’ll shape it to fit.
Frameworks & references · Impact Thinking research on why change doesn’t hold · Kotter and Heath & Heath on organisational change · Flores on commitment and coordination · OECD AI Principles · established change-management practice
No. It is a change-leadership programme for managers making AI adoption land with their people. It covers resistance, workflow redesign, communication and embedding change — not how to build or operate AI tools.
Line managers, transformation and change leads, heads of department and programme managers responsible for the human side of an AI rollout. No technical background is required.
It runs online, in-person or hybrid, in-house or as an open cohort. The structure is three progressive parts, 24 live sessions and 48 CPD hours; you can take a single part or the full pathway.
Open-cohort places are £1,450 per part or £3,950 for the full pathway, per person. In-house delivery starts from £8,500 per part and from £22,500 for the full programme. Contact us for cohort dates and organisational pricing.
Yes. A CPD certificate is available for each part, and the full programme carries 48 CPD hours. Assessment is practical throughout, with no formal examinations.
Yes. In-house delivery is tailored to the change you are leading and is usually the better value from around five participants. Single parts, the full pathway and multi-cohort rollouts are all available.
To discuss dates, in-house delivery or enrolling a team, get in touch. We’ll help you choose the right starting point — a single part or the full pathway — and tailor it to your context.
Enquire & book → info@impactthinking.co.uk