changecapableTM Leadership Program
Develop the change leadership skills that drive adoption
Enrollment for the fall 2026 open cohort is now closed.
The work doesn't have to wait until next year. If you want your leaders learning together, I can run it privately for your team, on your timeline.
Talk to me about a private cohort
Why this matters more than ever
AI is automating the information-heavy work of organizational change management. Progress updates. Communication drafts. Training materials. The tasks that used to require teams of people and big budgets (if you were lucky).
Leading with information is no longer a differentiator. It's table stakes. And the leaders who have built their careers on logic, data, and explanation to move people through change are discovering that their primary tool is being automated away.
Here's the deeper irony: the changes AI is driving — new systems, new workflows, new ways of working — are among the most behaviorally complex transformations organizations have ever attempted. The same shift that obsoletes the information-heavy approach to change leadership is the change that most urgently requires something more.
Behavioral science tells us that behavior change was never a knowledge problem. AI is simply making that truth impossible to ignore. The leaders who thrive through this era are the ones who can understand human behavior, work skillfully with emotion, and design the environments in which behavior change happens naturally. That is what this program develops.
Why I built this program
I developed The changecapableTM Leadership Program after three decades of advising leaders in world-renowned organizations on some of the most ambitious transformation efforts.
What I kept observing: traditional organizational change management wasn't getting results. It felt prescriptive and tactical. It created dependence on practitioners and expensive outside experts. It relied almost entirely on information: clearer communication, better business cases, and more thorough training.
Then, while helping launch four innovative digital health behavior change programs, I encountered behavioral science in a new way. I thought: Why aren't more organizations using this for their transformation efforts? Information alone doesn't change behavior, not in health, and not in organizations.
I started applying it in the transformation programs I advised clients on, with a deliberate focus on building leaders' skills rather than creating dependence on me. The results were different. Adoption was higher. The changes actually stuck.
It wasn't enough to teach this one client at a time. So I built a program, and I wrote the book.
Those leadership behaviors become tangible in my book, Inspired by Fear: Becoming a Courageous Change Leader, and form the foundation of the changecapable™ method.
What leaders develop: The Influence Stack
The changecapable™ method is organized around the Influence Stack, a maturation sequence that reflects how change leadership skills develop. Most leaders begin by relying on logic and information. The best leaders develop the emotional intelligence to work with human behavior, and ultimately the behavioral design skills to architect the conditions in which change happens more easily.
The program develops three modes:
1. Deciding | Helping people make good decisions
Understanding how decisions get made, whose adoption matters, and what choices signal that behavior is starting to shift.
2. Influencing | Moving people through emotions and relationships
Recognizing the predictable emotional pattern of change so you respond rather than react to what's often labeled resistance, and building the relationships that move people through it.
3. Architecting | Designing conditions for the right behavior
Reducing friction, placing the right nudges, and building habits so the right behavior is the easy one.
Beginning with the fall 2026 cohort, these three modes also anchor the changecapable Research Track, a multiyear research effort to understand how change leadership skills develop. Leaders in the program help build that evidence, including measuring the behavioral adoption outcomes achieved in the changes they're leading.
What program participants say:
"I’ve become much more aware of the difference between reacting versus responding in stressful situations. Now, I pause to notice my emotions and intentionally choose my responses, rather than letting automatic reactions take over. This shift has helped me communicate more thoughtfully and support others with greater empathy, especially during a year of significant change driven by external threats and internal motivations."
"Excellent program and supportive facilitation! Balances different ways of learning and pacing, which is super helpful in making space for this while managing other work. Kris truly knows change and with the focus on emotions, it's an approach every leader should take."
- Jill Lipski Cain, founder @ Arch Empathy
"I am now more intentional about responding rather than reacting. With all that takes place in a given hour, it is critical to "respond" rather than react, which is not productive. I am intentional about processing the information that is provided and responding accordingly, rather than allowing emotions to blur the situation at hand."
"Initially, I wasn't sure if I would be the right fit for this program as I am not in a senior leadership position in my organization. However, the tools and encouragement from Kris and the other participants have allowed me to recognize the influence I do have and the possibility I have to make change in my sphere. The behavioral psychology in particular has been extremely useful to learn about as a way to understand how change affects not only others' emotions, but also my own, and how developing an awareness of our emotional landscapes can help us be more effective at creating lasting change. I have gained new confidence in myself as a leader and I know I will use the skills and knowledge I gained in this course for the rest of my professional and personal life."
- Liz Stopka, language programs manager, American Swedish Institute
You won't learn this sitting in a classroom
Program overview
Real change happens in the wild. So that's where the learning and support happen too.
The changecapable™ Leadership Program is a 16-week intensive built for on-the-job application. Leaders bring a real change they are navigating or preparing for, and apply behavioral science methods to it throughout the program. Learning happens through doing.
When doubt creeps in, you are not alone. I am right there with personalized advice to help you through it.
1-1 strategic guidance
You start and end the program with private 1-1 sessions with change expert Kris Jennings. The kickoff scopes your change and sets your target; the closing integrates your learning and plans your next steps. Email access in between keeps your questions answered throughout..
4 live virtual teaching sessions
4 live 90-minute teaching sessions going deep on the three changecapable™ modes, with facilitated discussion and Q&A.
3 optional office hours alongside a peer cohort
Three optional 60-minute office hours between sessions, where you bring your work-in-progress for expert and peer input. Learning alongside other leaders
What else is included in the practical and personalized support
Concrete guidance
The changecapable™ method, step by step, so that human behavior during change starts to make sense.
Video lessons
50+ short video lessons that make concepts stick. Yours for a year.
Downloadable templates + tools
20 customizable templates and tools to design change, influence stakeholders, and sustain momentum.
Signed copy of my book
Receive a signed copy of Inspired by Fear: Becoming a Courageous Change Leader.
Habit builder support
Prompts to help change leadership behaviors become automatic.
Certificate of completion
A credential to share on LinkedIn and your CV. Change leadership is a skill every leader needs now.
Use a private cohort on one big change in your organization, or many:
Launching new technology
Launching an employee engagement effort
Encouraging team resilience following layoffs
Reducing change resistance in a frustrated team
This program helps leaders on any transformation effort where human behavior is the variable that determines success.
Talk to me about a private cohortThe investment and what it replaces
Change efforts fail when the people leading them don't understand what drives human behavior. This program builds that foundation first, so every dollar spent on materials, communications, and transformation support lands where it should.
Think of it as the architect's investment. Leaders who complete this program don't just execute change better. They spend smarter on everything that supports it.
At 5% of most transformation budgets, it's already accounted for.
Most organizations spend 5% or less of their transformation budgets on the people side. On a $100,000 initiative, that's $5,000. This program fits inside that number and builds capability that outlasts the initiative. It helps leaders know where to spend before you spend.
|
Transformation investment |
5% people budget |
|
|
$100,000 |
$5,000 |
|
|
$250,000 |
$12,500 |
|
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$500,000 |
$25,000 |
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Meet your change mentor Kris Jennings
After decades of designing change experiences within and for leading organizations, I've developed a unique, proven approach using emotional intelligence, behavioral science, and positive psychology. My changecapable™ method leverages the power of influencing people, not controlling processes.
I wrote about my approach in my book, Inspired by Fear: Becoming a Courageous Change Leader.
As AI reshapes how organizations work, leaders need better ways to help people adapt more quickly, more durably, and with less friction. I focus on the leadership skillset that makes that possible, including for leaders without direct authority: the ability to understand human behavior and influence it toward change.
I'm inspired to help leaders build confidence and capabilities to influence change. Will you join me? 🧡
Until now, this offer was available exclusively to my past clients.
Build a change-capable organization
Overview for HR, Talent and L&D professionals
Organizations use the changecapable™ Leadership Program to strategically and systematically build change capabilities across their leadership population and talent pipeline. Here are specific change leadership behaviors participants say they improved:
- Responding instead of reacting under pressure
- Emotional awareness to communicate with empathy during change
- Discerning when to adjust versus maintain long-term direction
- Understanding human behavior well enough to design around it
- Designing behavior prompts and environmental nudges that influence adoption
- Helping others manage stress and uncertainty during transition
- Offering the kind of encouragement that sustains momentum
- Prioritizing people development alongside delivery
These capabilities map directly to the three modes of the Influence Stack. Participants also receive a growth report at the end of the program sharing strengths and areas of continued development.
Download program overview for HR professionals
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