Executive Summary
I am requesting approval to use the remaining training budget for 2025 to attend the Neuroscience for Change course from Capability for Change. This course offers a unique, science-based approach to managing organisational change that goes beyond traditional change management techniques by teaching how the brain processes and responds to change.
With our organisation currently navigating significant transformation initiatives, understanding the neuroscience behind how people adopt change will enable me to design more effective communications, reduce resistance, and accelerate the adoption of new ways of working. This training represents a strategic investment that will deliver immediate and measurable returns through improved change outcomes.
Why Neuroscience for Change?
The Scientific Foundation
Unlike traditional change management training that focuses primarily on processes and frameworks, Neuroscience for Change teaches us why people resist change and how to work with the brain’s natural responses rather than against them. This course is built on the PEPE© model, which addresses four critical domains of how the brain processes change:
- Pain Domain – Techniques for reducing the psychological pain of change while increasing the pleasure of new possibilities
- Error Detection Domain – Methods to reduce the brain’s mismatch signals when encountering new ways of working and increase positive recognition
- Energy Domain – Strategies to increase motivation for change while reducing the cognitive effort required to adopt new behaviours
- Peaks and Valleys Domain – Approaches for managing emotional highs and lows throughout the change journey
Immediate Application to Current Challenges
The techniques learned in this course can be immediately applied to our current change initiatives. The course teaches practical, brain-friendly techniques for:
- Communicating change in ways that meet the brain’s needs for confidence, certainty, choice, and connection
- Designing announcements and updates that create involvement rather than resistance
- Understanding different brain types and how individuals respond differently to change
- Creating celebrations that fuel ongoing motivation for change
- Identifying and engaging influential stakeholders based on how they process information
Expected Outcomes
Personal Development
- Globally recognised certification that demonstrates my expertise in neuroscience-based change management
- Comprehensive toolkit of brain-friendly techniques, templates, and frameworks that I can immediately apply and share with colleagues
- Enhanced capability to design communications that create participation rather than resistance from the first time of asking
- Continued professional development through free access to online group coaching sessions, community events, and guest membership of the ChangeabilityPro® learning platform
Organisational Benefits
- Reduced resistance to change – By understanding and addressing the brain’s visceral responses to uncertainty, I can design change initiatives that work with natural human responses rather than fighting them
- Accelerated adoption – Brain-friendly techniques will help people move through the change curve faster, reducing the time to realise benefits from change initiatives
- Increased sustainability – Understanding how to celebrate achievements in ways that fuel motivation will create lasting change rather than temporary compliance that rolls back to old ways of working
- Better stakeholder engagement – Learning to identify and communicate with different brain types will improve our ability to gain support from influential stakeholders
- Higher change success rates – Using proven, neuroscience-based techniques will reduce mistakes and improve outcomes across all our change initiatives
- Knowledge sharing – The practical toolkit and templates I receive can be shared with colleagues, multiplying the benefits across the organisation without additional investment
Return on Investment
Cost Avoidance
- Reduced time spent managing resistance and overcoming negative rumours that emerge when people feel uncertain
- Fewer mistakes and less rework by using proven techniques rather than trial and error
- Elimination of need to develop materials from scratch – comprehensive templates and frameworks are included
- Prevention of change initiative failure due to poor adoption or rollback to old ways of working
Value Creation
- Earlier realisation of benefits from change initiatives through accelerated adoption
- Greater return on investment from change initiatives through increased sustainability
- Enhanced team capability as I share techniques and tools with colleagues
- Improved decision-making speed and confidence through understanding of brain-based best practices
- Ongoing learning support through free access to coaching sessions and community resources
Why Invest Now?
- Strategic timing – Using remaining 2025 budget ensures we don’t lose allocated training funds while gaining skills immediately applicable to current initiatives
- Virtual delivery – Hosted on Microsoft Teams, the course requires no travel costs or time away from the office
- Highly interactive format – Working in pairs, small groups, and whole group discussions ensures practical application throughout the course
- Excellent track record – The course has excellent attendee feedback and a high pass rate for examinations
- Expert instruction – Taught by Melanie Franklin, an internationally recognised expert in agile change management with extensive practical experience
Conclusion
The Neuroscience for Change course represents a strategic investment in capability that will deliver immediate and measurable returns. By understanding the science behind how people process and respond to change, I will be able to design more effective change initiatives, reduce resistance, accelerate adoption, and increase the sustainability of our organisational transformations.
This training goes beyond traditional change management approaches by providing a scientific foundation for understanding human behaviour during change. The practical tools, templates, and techniques I will gain can be immediately applied to our current initiatives and shared with colleagues, multiplying the value of this investment across the organisation.
I respectfully request approval to use the remaining 2025 training budget to enrol in this course and develop these critical capabilities for our organisation’s ongoing transformation efforts.
