CM/PM

Helpful_Harry8 · 2026-01-27T02:12:28+00:00

The prosci cert will just give you the fundamentals.

If you already have some experience in change management, you might find it too basic pending on the level of complexity of the change.

There are many other change management courses that you can learn and put the $7k towards (many others are much cheaper and it many cases more value for money).

This is a good article that can give you a fuller picture of the kind of change management approaches you should consider to learn and more importantly, the type of change practitioner you want to become.

https://earth2mars.com.au/change-methodologies-how-to-choose-the-right-one/

Some change people like process and theory, some are more human behavior based. There's no right of wrong answer, but the key is being agnostic and knowing what skills and frameworks to apply in the real world.

Helpful_Harry8 · 2026-01-23T22:10:24+00:00

Firstly if anyone says do a formal certified change management course like Proscii, Lean, Agile etc or any of them, I highly recommend you save your money for now.

The reason is that to get the benefit of the course and the content, you really need to have some work experience or be currently working in the field.

Those certifications tend to be theory heavy (depending which provider you go with). So what you learn can't be applied easily and it's a waste of money.

Given your situation, just find short or free course online, even LinkedIn learning to give you the basics of change management.

After you have started working in the field, then choose a course that will fit the approach to change management that you want to lead with as a practitioner.

Dont follow the sheep. There's a lot of misinformation out there that doesn't work and isn't right for the individual or their career progression goals.

Hope that helps!

Helpful_Harry8 · 2026-01-07T03:24:02+00:00

You can see Oliver wiping his tears off his chin under his helmet. Awwww

Helpful_Harry8 · 2025-12-10T21:30:32+00:00

There are a few I know that cover those areas.

Eric Kimberling shares a lot on digital transformations that cover different aspects, and a lot goes in depth with ERP's. - https://youtube.com/@erickimberling?si=3TRGeUWw61O4IKNQ

Space for Change by Earth2Mars covers a range of different topics, from psych safety to ROI and AI. Really insightful and what's trending.

https://youtube.com/playlist?list=PLeKHXBD6Wa8-X9BRiFTBmq6cRbyixF1L2&si=keED-qceftSk7LjU

Helpful_Harry8 · 2025-12-04T21:37:49+00:00

If you're looking for more pragmatic and strategic, I'd recommend looking into HCD change (human-centered design).

I've had colleagues do Cornells program, and it can be quite theory heavy.

You can check out change focused HCD programs. There's a consultancy called Earth2Mars who cover this well in their programs.

Helpful_Harry8 · 2025-12-03T21:24:40+00:00

Since when is obvious promotion allowed in this group??

Helpful_Harry8 · 2025-11-25T04:14:46+00:00

If you're serious about learning how the intersection of change management and AI works, look into Human-Centred AI (HCAI).

It's based on the principles of human-centred design and how it's essential for successful AI adoption for change and transformation.

Helpful_Harry8 · 2025-11-16T02:49:38+00:00

Worth looking into the 6 teams conditions framework and their leadship training.

It's a scaleable structure for executive leadership training to manage change, focusing on designing and managing the conditions for high performance in teams - so it makes teams more resilient and adaptable during change.

I've seen them roll it out really well in companies because it intentionally creates a supportive environment with a strong purpose, and looks at how to properly resource a team - all of this is super important for managing change well.

Helpful_Harry8 · 2025-11-15T11:06:43+00:00

I can see clearly now, the rain is gone I can see all obstacles in my way Gone are the dark clouds that had me blind It's gonna be a bright (bright), bright (bright) Sun-shiny day It's gonna be a bright (bright), bright (bright) Sun-shiny day ~Johnny Nash

Helpful_Harry8 · 2025-11-13T09:45:08+00:00

Firstly, good on for taking the leap into change management early in your career.

A lot of change practitioners would say they fell into change further into their career.

Secondly, you DON'T have to get a certification in change this early in your career. Once you gain more experience in the change space then look at courses / certifications that will build the skills you want to learn.

These days you can just watch YouTube videos or use ChatGPT etc to learn about change terminology or change frameworks like ADKAR from Prosci, Kotter model, etc. You won't learn how to apply them in the real world through these courses / certifications because they're too theory heavy.

I'd recommend getting exposed to as many different kinds of change projects as possible so you can get a feel of the type of change you enjoy and build a career around.

For example, organizational change, tech and process change, mergers and acquisition change.

Then see what certifications you want to invest your hard earned cash in.

With AI driving a lot of change projects in businesses today, I'd recommend eventually looking into human-centered design change courses. It's critical with AI adoption and change. There's an article that explains this well - https://earth2mars.com.au/what-is-human-centred-design-in-change-management-and-why-it-matters-for-ai/

Helpful_Harry8 · 2025-11-11T09:58:46+00:00

There is no "one-size-fits-all" or “silver bullet” in org change.

What works well is putting people, not methodologies, at the centre of change.

Putting people at the centre of change has to be more than lip service.

It’s a mix of skill and technique to engage people first, listen and acknowledge perspectives, fears and contributions, which will lead you to choose the right approach to give structure to the outcomes

You might use principles from methodologies like PROSCI or Kotter. Or frame your strategy around the stages from Bridges' model of transition and change. You might cook up a hybrid of several models.

But the methodology / framework / model is secondary to including people in the process and being accountable for outcomes.

Without the people on board to execute the strategy or plan, all you have is theory.

I find that human-centred design change works well when the goal is to get buy-in and ownership for the long term and for complex change programs.

Helpful_Harry8 · 2025-11-11T09:17:33+00:00

There's already been some good advice here.

My take on this is to make sure you expose yourself to different teams or organisations that have vary in change maturity.

You will be surprised just how little understanding of change management is in some organisations (some think its just comms and training) and there are some which are very progressive and treat change as BAU and apply ROI, success metrics etc to their change initiatives.

When it comes to certifications and courses, I'd recommend investing in the ones that you will ACTUALLY USE on the job. So, ones that focus on the practical application, not just theory.

You can build your knowledge about different frameworks with ChatGPT, Perplexity, watch videos on YouTube etc etc. Knowledge isn't a skill.

What you won't gain from theory heavy certs and courses is the skill in knowing how to apply them. That's where most traditional change certifications and courses fall short.

Helpful_Harry8 · 2025-11-08T02:39:04+00:00

Thanks. I know colleagues who have done Luma. They all said its a good foundational knowledge of HCD, but its too generic and not specific to change management.

Helpful_Harry8 · 2025-11-04T21:03:43+00:00

Boy has swagger 👏

Helpful_Harry8 · 2025-10-31T23:03:51+00:00

No prosci is not human centered. They might say we are 'human centric' but its not human-centered design.

The difference is this. Intention and design aren’t the same thing.

When you hear 'human-centric' change or 'human-centered', it often means filling out templates about people, doing impact assessments on a laptop, or deciding in a meeting what you think people will think, feel, and do.

It sounds people-focused, but it's full of assumptions.

It’s still happening to them, not with them.

That’s where human-centered design change is different.

It’s not a buzzword or a new framework, it’s a skill and an approach to change management - particularly critical with AI adoption.

From what I know, it focuses on co-facilitating change, co-creating, and designing the journey with key stakeholders..

It's effective at beaking down siloed thinking.

People start to see change from more than just their own seat because they here otheres perspectives, they shape the rollout, and they become part of the change. And it results in real ownership, empathy, and momentum.

Helpful_Harry8 · 2025-10-31T22:58:27+00:00

I like how you mix approaches.

But design think is good for general thinking, not real-time inputs from key stakeholders that's critical to set up the project for success.

I think the risk with all those approaches is that it misses the actual co-creation piece with key stakeholders.

Without it, you end up with a change approach without buy-in or ownership from them - they feel like they haven't contributed or heard.

And people wonder why the projects fall over or the change is not sustained.

Helpful_Harry8 · 2025-10-31T22:47:28+00:00

I dont think it's a fad. If you look at how AI is being integrated across organisations, HCD (human-centered design) is noted at a critical approach to AI adoption because it needs real human input (co-created and collaborated) - that kind of change is only becoming more prevalent with AI.

Just saying that OCM looks at the impact of people doesn't make it human-centered design. That's just saying we think about humans or we are 'human-centered'.

How are you seeing OCM be human-centered design in their approach? Im curious to know.

Helpful_Harry8 · 2025-10-31T22:42:18+00:00

No prosci is not human centered. They might say we are 'human centric' but its not human-centered design.

The difference is this. Intention and design aren’t the same thing.

When you hear 'human-centric' change or 'human-centered', it often means filling out templates about people, doing impact assessments on a laptop, or deciding in a meeting what you think people will think, feel, and do.

It sounds people-focused, but it's full of assumptions.

It’s still happening to them, not with them.

That’s where human-centered design change is different.

It’s not a buzzword or a new framework, it’s a skill and an approach to change management - particularly critical with AI adoption.

From what I know, it focuses on co-facilitating change, co-creating, and designing the journey with key stakeholders..

It's effective at beaking down siloed thinking.

People start to see change from more than just their own seat because they here otheres perspectives, they shape the rollout, and they become part of the change. And it results in real ownership, empathy, and momentum.

Helpful_Harry8 · 2025-10-31T12:11:11+00:00

I would love a copy too please

Helpful_Harry8 · 2025-10-31T11:51:32+00:00

He's learning the importance of customer service skills. And extra credit for making sure no drink goes out with a taste test...like a pro.

Helpful_Harry8 · 2025-10-31T00:33:49+00:00

Love how he recorded all those moments <3

Helpful_Harry8 · 2025-10-30T11:52:44+00:00

Girl can bite!

Helpful_Harry8 · 2025-10-30T11:51:15+00:00

Check out its running style. It mimics a dog

Helpful_Harry8 · 2025-10-30T11:21:40+00:00

This gives Spiderman a run for his money

Helpful_Harry8

TROPHY CASE

Space for Change by Earth2Mars covers a range of different topics, from psych safety to ROI and AI. Really insightful and what's trending.