Leveraging Organizational Change Management to Improve Instructional Design
A Panel Discussion

As instructional designers, we wear many hats and often scope and plan curriculum. How can you leverage principles of organizational change management in the design process to facilitate learning? Join us for a panel discussion with a Q&A at the end.

Panel Members:

Paul Zaentz-Lewis

Paul has over three decades of international business and training experience in the hospitality & travel, aerospace, financial, manufacturing, and consulting industries. Prior to joining Workforce Insight as a Training Consultant in 2020 Paul worked with Deloitte Tax in Santiago (Chile), Miami, and Denver for a decade developing and implementing global process and methodology standardization programs as well as serving as a Global Engagement Manager. He is especially adept at providing engaging technical and transformative change management training to staff, supervisors, and leadership. 

Corrinne is an Employee Development and Training Coordinator at the City of Westminster, where she leads the training and development efforts of the city. She has been with Westminster for over two and a half years. Prior to the City of Westminster, she was the OD/HR Director for Montrose County and also worked at the City of Las Vegas in Organizational Development and Training. Corrinne strives to help people and organization achieve their fullest potential.

Corrinne achieved the CPTD certification in 2009 and holds a Doctoral degree from the University of Northern Colorado. Her area of emphasis was adult learning and change. She is a life-long learner who “Geeks out” over reading leadership, change, culture and other businesses/development books.

Laura Finney

Laura comes to us with 20 years of experience in Learning & Development and Change Management. She started her career developing training content, then moved into instructional design and elearning development. As Change Management became more mainstream, she recognized that her teams were performing change management activities, albeit at a more informal level, with all of their training initiatives. In 2012, Laura became Prosci-certified and has been incorporating Change Management as an integral component of all Learning & Development efforts, ensuring a quality end-user readiness experience.

ATD Talent Development Capability Model Areas:

Investment: 

Free for all, but please register so we know to expect you.