Increase your competitive advantage with our online Removing Barriers to Change in Organizations course

Identify the strengths and weaknesses of multiple change strategies

Learn from world-class Wharton faculty

Demonstrate the value of change within organizations

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Learn About the Removing Barriers to Change in Organizations Course 

The Removing Barriers to Change in Organizations course was designed to help professionals learn about barriers to change and how to overcome them. Throughout the course’s four modules, you will enhance your persuasion and influence skills and learn how to inspire change within others. By the end of this course, you’ll be prepared to set your organization up for success.

Participants will learn how to:

  • Improve their persuasion skills using the REDUCE framework
  • Help people change by easing endowment and surfacing the cost of inaction
  • Ease change’s uncertainty by demonstrating its value
  • Assess the amount of evidence, time, and resources a change will require

Program Format

  • 100% online
  • Duration: 4 weeks
  • Commitment: 2 hours per week

Program Tuition

  • $599

Program Start Date

Enroll Immediately

Removing Barriers to Change in Organizations Modules

Module 1

This module begins by addressing the challenge of change and defining the status quo bias. You’ll understand the importance of weighing and framing the potential advantages and disadvantages of change to overcome loss aversion. You’ll also learn about the REDUCE framework and why people tend to ignore us or rebel when we push them to change. By the end of this module, you’ll better understand how to be a catalyst for change by identifying barriers to organizational change and implementing change agents that inspire minds and affect behavior.

Course Modules
  • The Challenge of Change
  • Getting People to Change
  • The REDUCE Framework

Module 2

In this module, you’ll examine case studies about Procter & Gamble’s Tide Pods and the Arden House Experiments to understand why warnings backfire. You’ll learn change strategies, like providing choices, that empower people’s desire for freedom and autonomy. You’ll also study the endowment effect, how it deters people from changing, and how you can ease its impact. By the end of this module, you’ll know effective ways to surface the cost of inaction and frame new things as old so you can help others embrace change.

Course Modules
  • Reactance — How Warnings Become Recommendations
  • Need for Freedom and Autonomy
  • Provide a Menu
  • Ask, Don’t Tell
  • Highlight a Gap
  • Endowment — Staying Put Feels Costless
  • Surface the Cost of Inaction
  • Burn the Ships
  • Frame New Things as Old

Module 3

This module delves into how distance and uncertainty contribute to barriers to change. You’ll learn examples of confirmation bias and political polarization so you can identify the moving middle and unsticking points where people agree rather than disagree. You’ll also analyze examples from Zappos, Acura, and Kia to understand how you can harness freemium and lower upfront costs to facilitate organizational change. By the end of this module, you’ll have multiple strategies that ease uncertainty and help people experience the value of change.

Course Modules
  • Distance — Too Far from Their Backyard, People Tend to Disregard
  • Confirmation Bias
  • The Movable Middle
  • Ask for Less
  • Switch the Field to Find an Unsticking Point
  • Uncertainty — Easier to Try, More Likely to Buy
  • Harness Freemium
  • Shrink Upfront Costs
  • Drive Discovery
  • Make it Reversible

Module 4

This module distinguishes between weakly and strongly held attitudes to demonstrate why some behaviors require more information, evidence, or proof before changing. You’ll learn about the translation problem and importance of corroborating evidence that reinforces change. By analyzing many examples, you’ll understand how much evidence, and thus resources, a change requires. By the end of this module and change management course, you’ll have a grasp on the elements of barriers to change and be able to enact strategies that enable change within your organization and self.

Course Modules
  • Corroborating Evidence — Some Things Need More Proof
  • Who Else to Involve
  • When to Space Corroborating Evidence Over Time
  • How to Best Deploy Scarce Resources When Trying to Change Minds on a Larger Scale
  • Course Conclusion

World-Class Wharton Faculty

Wharton Online’s Removing Barriers to Change in Organizations course is led by author and word of mouth marketing expert Professor Jonah Berger. He has published dozens of articles in top‐tier academic journals, teaches Wharton’s highest-rated online course, and often has his work featured in the The New York Times, Wall Street Journal, and Harvard Business Review.

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Jonah Berger

Associate Professor of Marketing

Faculty Research Interests

  • Word of mouth marketing
  • Social influence
  • Why things catch on
  • Viral marketing
  • Natural language processing

Let us help you reach your full potential

The Wharton School is accredited by the International Association for Continuing Education and Training (IACET) and is authorized to issue the IACET CEU.

The Wharton School is accredited by IACET