What is the Best Change Management Certification?

To introduce change management, we should first focus on the need, why it exists, and what problem it’s solving.

In both personal and professional life, change is a constant, it is inevitable and when mastered it can lead to incredible growth. In the workplace individuals are faced with change almost every day. Whether it’s a new software or process, new challenges to overcome or problems to solve.

On a larger scale, organisations have a need to embrace change at a strategic level to remain competitive in the marketplace. Strategic-level change can take many shapes such as implementing the newest technology like artificial intelligence (AI), pivoting business plans to remain resilient to economic fluctuations, or adapting to amendments in legislation and business practices.

In any example, change is an opportunity for further development and strengthening resiliency since all change invites adversity. These obstacles may include having to learn and adapt new knowledge, resolve challenges in the face of uncertainty, and navigate the complex ways that a single change will affect specific individuals. If mismanaged, change can leave people feeling isolated, that their peers do not understand the challenges they face, which can then affect entire teams, creating a collective vulnerability that negatively impacts the atmosphere and day-to-day abilities of team members.

By managing these challenges to mitigate risks and actively learning new skills, individuals can arrive on the other side of change with a positive result and organisations can flourish with the momentum that improved outcomes bring.

“In any given moment we have two options: to step forward into growth or to step back into safety.”

― Abraham Maslow

How we enable ourselves and the people around us to access further professional growth matters. For change to be delivered and managed productively, whether at individual or organisational level, there comes a need for additional knowledge and training on how to manage change effectively to optimise the positive outputs.

Change Management aims to equip individuals, managers, and teams with the essential skills, competencies, and tools to effectively manage change and guide positive outcomes within an organisation. Change is continuous and cyclical, rather than a linear process, making the skills to manage it essential. This approach for managing change should start as early as possible—from the moment change is considered—followed by each stage of the lifecycle including planning, implementation, and delivery, until the final stages—completion and benefits realisation.

By managing change as a disciplined process, organisations experience smoother transitions, minimized disruption, and enhanced business performance.

• Identifying the reasons for and scope of change: Understanding the purpose and extent of change helps align the organisation toward a common vision.
• Encouraging motivation and optimism: Cultivating a positive outlook is essential for team morale and adaptability.
• Practicing and envisioning new ways of working: Enabling employees to adjust to new roles, tools, or processes.
• Improving organisational culture: Creating an environment that fosters openness, trust, and collaboration.
• Effective management of change will help maintain productivity and achieve better outcomes in a VUCA world (Volatile, Uncertain, Complex, and Ambiguous).
• Applying agile approaches: Adopting flexible, iterative processes to adapt to evolving needs.
• Aligning change initiatives with strategic goals: Ensuring that changes support the organisation’s long-term vision and objectives.

To achieve these goals, it’s essential that an organisation develops a clear and structured change management strategy. This includes defining the scope, potential impacts, and necessary support for the change process. An effective change strategy often complements project management approaches, starting with high-level definitions of the phases, deliverables, and key milestones to ensure alignment with broader business objectives.

Central to any effective Change Management approach is the understanding that people are at the heart of change. Effective change management requires a deep understanding of human dynamics and the ways individuals need to be supported throughout the process. This can involve applying change management strategies within teams, such as taking iterative approaches and recognising small wins to build momentum.

On an individual level, it’s important to reflect on how personal behaviors influence the success of change. For instance, actively listening to colleagues and embracing their perspectives can improve collective outcomes.

Whether you aspire to be a more effective leader or play a crucial role in supporting organisational change, applying change management techniques is an essential step toward achieving successful and sustainable outcomes. For further information you can read the ‘What is Change Management?’ article.

The skills and knowledge to successfully implement change should not be overlooked. Gaining experience with change naturally and reflecting on lessons learned can widely benefit your own abilities. However, education and certifications can provide a structured learning experience, drawing on the knowledge of others and reliable, repeatable frameworks.

Certifications demonstrate effective approaches to managing change and provide great insight into frameworks and best practices. Training can provide you with new techniques to apply in your work and validate your knowledge and abilities to help lead successful changes. Arguably, with change being a constant in our lives, learning about change management becomes applicable to anyone and any role.

By learning different approaches and obtaining a recognised certification, you also increase your confidence and enhance your professional credibility which can open opportunities for career advancement such as salary increases, promotions, or new job prospects.

An APMG survey of learners who had taken the Change Management Foundation exam  has shown that:

• 98% of respondents said the change management training and certification had made them a better change manager.
• 46% felt the Change Management certification had enhanced their earning potential.
• 94% stated that the training equipped them with skills and knowledge they could apply immediately.

There is also a proven demand that individuals want to enhance their skills and abilities, as shown in the Change Capability Community 2025 career ambitions survey. Improving change management techniques was the most popular response.  

Though these benefits of certifying in change management are most relevant to individuals, there are also benefits to be had for organisations. Benefits can be qualitative:

• Improvement in staff and customer satisfaction
• Increased innovation and creativity
• More positive and empathetic working environments

Benefits to organisations can also be quantitative, often defined as the return on investment (ROI). When an organisation invests in training, they will often want to validate it by measuring a ROI.

Positive ROI will include:                                        

• Reduction in staff turnover, and increase in staff retention
• Reduced timescales to implement changes or complete projects
• Outputs of successfully implementing change, such as profits
• Increases in productivity

The Change Management Institute  explains more about the importance of ROI and risk mitigation in this article about Digital Change Tools. Investments in training can also have both short- and long-term impacts. Allowing employees to swiftly implement tools and techniques covered in training, and in the longer term, adapt approaches and processes for managing change.

There are a few choices available in the market when it comes to Change Management Certifications. Here are some key differentiators of the top ones:

• Comprehensive coverage of theories and models, plus the practical application of both.
• Provides strategies and tools to not just manage change, but benefit from it, from an individual or organizational level.
• Deliberately not dependent on a single methodology. This methodology-agnostic approach means the certification content is versatile, touching on a number of common methodologies and approaches like ADKAR®.
• The cost for the foundation course typically ranges from £300 - £3,000 (USD $400 to $3,700) depending on the format (online, in-person, combined with practitioner level training) and the provider.

• Focused on the individuals, how their brain processes information about change, and how to leverage this to improve responses and support others.
• Utilising the PEPE © Model, A powerful and proven model based on neuroscientific research.
• The cost of the foundation course is around £1,200 (USD $950).

• Designed for people working in teams or departments impacted by changes, enabling them to act as positive agents of change in their work areas.
• Equips local change agents with insights to help their colleagues work effectively through changes.
• Develops skills and initiative to support and facilitate local implementation and problem-solving during a change process.
• Typically, £400–£700 (USD $500 - $900) for courses tailored to equipping local change agents with the necessary skills.

• Uses best practices from Agile and Scrum principles to apply to the management of change and change manager role.
• Identifies skills and tools for all stages of change, from planning change initiatives to managing change using agile techniques and application of these in the Change Agent and Change Coach roles.
• Agile Change Agent (APMG): £250–£800 (USD $300 - $1,000), depending on whether the price includes training.

The ADKAR Model focuses on five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement. Developed from a study of 700+ organisations.

Centers around guiding individuals through change by addressing key milestones to ensure successful adoption.

Foundation typically costs around £2,000 to £2,300 GBP (USD $2,500 - $2,900), and around £3,500–£4,000 (USD $4,400 - $5,000) for Practitioner, depending on the provider and format (virtual or in-person)

• A real-world assessment of your proven skills and experience as a Change Manager.
• A rigorous, respected independent accreditation processes recognised internationally
• The Accreditation requires CMI Membership, plus fees range from £350 - £825 (USD $450 - $1,050)

When selecting the right certification, it is essential to consider a range of factors to ensure it aligns with your goals and circumstances:

Ensure the certification supports the work you currently do or prepares you for the responsibilities you aspire to take on.

A certification should align with your career ambitions and personal growth objectives.

Evaluate your existing skills and identify areas where certification can either validate your expertise or help you acquire new competencies.

Determine whether the certification will be funded individually or by your organisation and weigh its cost against the potential benefits.

Research the organisation offering the certification to confirm their credibility, industry reputation, and the value their certification holds.

Reflect on whether you thrive in interactive, instructor-led sessions or if self-paced, independent study suits you better.

To elaborate further, your education and certification should serve as a strategic investment in your career. Think about whether you are looking to develop new skills to enhance your current role or aiming to gain a prestigious and widely recognised certification, such as the CMI’s Accreditation. Certifications can help distinguish you in your field and open doors to advanced career opportunities.

Beyond individual growth, certifications often provide access to professional communities that support and empower practitioners. This is particularly valuable in fields such as change management, where professionals frequently find themselves in unique and challenging positions within their organisations. These communities offer invaluable opportunities to network, exchange ideas, and learn from shared experiences, fostering both professional and personal growth.

Additionally, while evaluating the certifying body, consider the potential for ongoing engagement through memberships or alumni networks. These can offer continuous learning, mentorship opportunities, and a sense of belonging to a broader professional ecosystem.

Ultimately, a well-chosen certification not only equips you with practical skills and recognition but also connects you to resources and relationships that enhance your long-term career trajectory.

Knowing that you can apply your learning in practice is crucial, as it ensures both you and your organisation benefit from the investment. Certifications not only validate your skills but also drive tangible career growth, promotions, and increased confidence. Their impact is often highlighted through case studies, surveys, and feedback from candidates, providing real-world evidence of their value.

The APMG survey of learners who completed the Change Management Foundation exam,  also concluded:

• Nearly 1 in 4 respondents reported that the certification helped them secure a new role or promotion, showcasing its direct career benefits.
• An impressive 97% said the training significantly increased their confidence in managing change, a vital skill in navigating organisational transformation.

These insights highlight how certifications empower individuals with both the expertise and self-assurance needed to excel in their roles, ultimately benefiting their careers and the organisations they serve.

“I’ve been learning from all the different people in the group as well as the instructor. The activities have been varied, hands on and practical, so it’s been wonderful to help me learn some of the theory, but also to apply that theory in real-life examples.” - Glen, Change Manager Practitioner

“I decided to come on the Agile Change Agent course because the future of most projects going forward and for most organisations is going to be agile... It exceeded my expectations, not only have I been able to bring real-life situations, but you’ve also built a network, you’ve grown your knowledge and are able to learn from other organisations.” - Sarah, Agile Change Agent

During an interview about the human aspect of change, Brittany Smith was also asked about why she had recently joined the community of Change Management Accredited Training Organisations. As both a practitioner and trainer she provided the following insights:

“...one of the common denominators in these organisations was that they wanted to adopt this new way of working, but did not create the space for people to be able to make the necessary adjustments... It dawned on me that there was a lack of change management within adopting agile... There was nothing in the process that prepared the people for change... As we adopt this change, how do we measure the success of the change?... That led me to really homing in on change management, what it is, and how we can use it to improve the success of our transformations.”