PSY40400

Learning Outcomes:

On completion of this module students will be able to:-

1. Identify external forces responsible for change
2. Understand the steps in planning the change process
3. Explain why people are resistant to change and outline how resistance can be overcome
4. Describe how to develop interventions for implementing change
5. Identify the conditions for effective change
6. Understand how different change techniques can alter change outcomes

Note on academic integrity:
Please note that the use of generative AI tools is NOT permitted in the assessments for this module.

Indicative Module Content:

Issues are addressed through workshops which include face-to-face lectures, in-class group work, case studies and structured experiences:

1. Why is change difficult - cases and evidence from health and organisational psychology?
2. What is the process for change?
3. What is resistance and how can it be overcome - strategies from motivational interviewing (counselling) and organisations?
4. What techniques can be used to manage change?
5. How should change be planned?
6. What makes change effective and maintainable?

Student Effort Hours:

Approaches to Teaching and Learning:

This module uses a number of approaches.
The main method is weekly face-to-face lectures and seminar(s).
Case studies will be used for problem solving and practice.
Students are encouraged to engage with recommended materials - readings, videos, podcasts, and case studies.
Practical applications will be explored through class participation.
This module has a workshop format, involving lecture content, in-class group work, case studies and structured experiences to develop problem-solving skills.

Requirements, Exclusions and Recommendations

Learning Recommendations:

No prior learning is assumed

Module Requisites and Incompatibles

Not applicable to this module.
 

Assessment Strategy

 

Please see Student Jargon Buster for more information about remediation types and timing. 

Feedback Strategy/Strategies

• Feedback individually to students, post-assessment

How will my Feedback be Delivered?

This is an end-of-semester assessment. Feedback will be provided by email once the examination results are finalised in June.

Appreciative Inquiry:
Cooperrider, David, Whitney, Diana & Stavros, Jacqueline M. (2008). The Appreciative Inquiry Handbook: For Leaders of Change. San Francisco: Berrett-Koehler Publishers Inc.
Ludema, J.D., & Mohr, J. (2003). The Appreciative Inquiry Summit: A Practitioner’s Guide for Leading Large-Group Change. San Francisco: Berrett-Koehler Publishers.
Stratton-Berkessel, R. (2010). Appreciative Inquiry for Collaborative Solutions: 21 Strength-Based Workshops. San Francisco: Pfeiffer.
McQuaid, M., & Cooperrider, D. (2018). Your Change Blueprint: How to Design & Deliver an AI Summit. Self-published – contact first author at: www.michellemcquaid.com

Motivational Interviewing:
Arkowitz, H. & Miller, W.R. (2017). Motivational Interviewing in the Treatment of Psychological Problems (2nd Edition). New York: Guilford Press.
Miller, W.R. (2018). Listening Well: The Art of Empathic Understanding. Eugene, OR: Wipf and Stock Publishers.
Miller, W.R. (2023). Motivational Interviewing, (4th Edition): Helping People Change and Grow: Guilford Press.
Miller, W.R., & Rollnick, S. (2002). Motivational Interviewing, (2nd Edition): Preparing People for Change. New York: Guilford Press.
Miller, William R. & Rollnick, Stephen (2012). Motivational Interviewing, 3rd Edition: Helping People Change (Applications of Motivational Interviewing). New York: The Guilford Press.
Rollnick, S., Miller, W.R, & Butler, C.C. (2022). Motivational Interviewing in Healthcare, (2nd Edition). Helping Patients Change Behaviour. Guilford Press.

Coaching:
Moore, M. & Tschannen-Moran, R. (2010). Coaching Psychology Manual. New York: Wolters Kluwer| Lippincott Williams & Wilkins.
Moore, Margaret (2015). Coaching Psychology Manual (2nd Edition) – as above.
Orem, S.L., Binkert, J. (2007). Appreciative Coaching: A Positive Process for Change. San Francisco: John Wiley & Sons, Inc.

Models of Change:
Kotter, John P., Kim, W. Chan, & Mauborgne, Renée A.I (2011). HBR's 10 Must Reads on Change Management. Harvard Business Review Publishing.
Kotter, John P. (2012). Leading Change. Harvard Business Review Publishing
Kotter, John P., Kim, W. Chan, & Mauborgne, Renée A. (2011). HBR's 10 Must Reads on Change Management. Harvard Business Review Publishing.
Kotter, John, & Rathgeber, Holger (2016). That's Not How We Do It Here!: A Story About How Organizations Rise, Fall – and Can Rise Again. New York: Portfolio Penguin.

Change Tools/Methodology:
Holman, Peggy, Devane, Tom & Cady, Steven (2007). The Change Handbook: The Definitive Resource on Today's Best Methods for Engaging Whole Systems: San Francisco: Berrett-Koehler Publishers Inc.

WEBSITES:

https://appreciativeinquiry.champlain.edu
https://positivepsychology.com
https://www.centerforappreciativeinquiry.net
https://www.centreforcoaching.com
https://www.change-management-institute.com

Timetabling information is displayed only for guidance purposes, relates to the current Academic Year only and is subject to change.