Change Management & Leadership Program

Change Management & Leadership Program (s), support aspirational leaders within the business to embrace change and influence performance.

Project Description

To design a Change Management & Leadership Curricula structured on Cohort groups that would allow delegates to examine beliefs and attitudes to change management, leadership and empowerment that would illustrate tools, techniques, and behaviors required to prepare them for the challenges of leading and influencing teams, peers and colleagues in a fast-changing environment.


The Client is a Global Wealth Management Leader with a Network of Offices in over 50 countries on 5 continents. This franchise has extensive experience managing the wealth of high net worth and ultra high net worth of individuals within the Americas. The client strategy is centered on strengthening the franchise while integrating and finding synergies among its Investment Bank and Asset Management divisions to deliver outstanding solutions for its clients. The approach is based on a trusted relationship basis between Financial Advisors and their Clients. Experienced advisors are committed to understanding clients’ needs and delivering insightful, informed advice to help them realize their dreams.


The client requested a Cohort structure that blended content with real-world experience that both challenged and built upon existing individual skill levels. Given that change is a ‘constant companion’ within both the sector and the business, the topics of the team and personal impacts required that the facilitation be interactive and developmental with ‘real time’ changes to be made in order to adjust to the requirements and demands of each Cohort. This was borne out by the evolution of material and delivery style between programs, a hallmark of the AMS engagement model.


AMS partnered with the client to create an initial plan for delivery that was introduced, discussed and then refined with Business Heads and Pilot Sponsors in order to create a challenging curricula that would post attendance be individually recommended by participants and therefore achieve elevated visibility within the business. This was then structured for delivery into the following programs:
Program 1 – Change Management
Program 2 – Leading From the Middle
Program 3 – Leading in a High Performance Culture.
Interim follow-ups were scheduled to maintain progress and a three-month check in with delegates from each Cohort was implemented. The flexibility of this curriculum required the learning to be targeted to the exact needs of the audience and for individual and business benefits to be maximized. The programs set out to deliver and illustrate a number of simplified change management, leadership, empowerment and communication models that could be applied immediately within the business.


The concepts presented, explored and practiced during the curricula were supported and endorsed by attendees and business sponsors. The soft skills enhanced individuals’ ability to accept, embrace and then influence change within the business. Both Cohorts have now formed a Networking approach in order to explore ways to both apply and maximize the benefits. Delegates reported an immediate adoption of the illustrated principles intra-program and post curricula therefore achieving both the internal adoption and promotion desired by the Client. The client has since expanded their engagement to include a wider, more diverse audience.