An executive program for senior leaders navigates the unprecedented changes sweeping Saudi Arabia. In the era of Vision 2030, leaders are called to be more than reform implementers: they must become architects of transformation who redefine how their organizations think, work, and lead. This program equips them with the mindset and methods required to deliver results in high-ambition environments marked by uncertainty, complexity, and intense performance pressure. Grounded in Saudi realities yet informed by global best practice, the journey shows participants how to align people, purpose, and performance during disruption. Through simulations, case studies, and peer dialogue, they will learn to generate momentum, overcome resistance, and communicate a vision that inspires action. This is not a traditional change management course; it is a leadership development experience for translating national ambition into organizational results. Vision 2030 has turned “business as usual” into “change as a way of life.” Leading Through Transformation is a journey that prepares executives to orchestrate nation-scale initiatives while sustaining high performance in their home organizations. Participants will discover their personal “compass point,” practice all four perspectives in workshops, and depart with a balanced Change Navigation Plan.
Accredited by HEC Paris, Doha
HEC Paris is a globally recognized leader in executive education, making a lasting impact on organizations through the design and delivery of cutting-edge, customized learning solutions. Leveraging global resources from its branch campus in Qatar, HEC Paris provides proximity and ensures relevance for organizations operating throughout the region. Founded in 1881 by the Paris Chamber of Commerce and Industry, HEC Paris is an internationally renowned Business School ranked among the world leaders in education. Executive Education at HEC Paris expanded significantly throughout the late 1990s to meet the professional educational needs of senior managers and executives and today offers a comprehensive range of specialized programs. HEC Paris shares consistent foundations across all its activities — a teaching approach with a strong international focus, academic partnerships with prestigious universities and schools, close working relationships with major companies, a network of 80,000 alumni worldwide, and a renowned and multicultural faculty. Through its Executive Education activities, HEC Paris plays a major role in the professionalization of managers and the transformation of the economy.
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Learning Outcomes
- Diagnose and flex your change style: Use the Change Compass to identify your default position on the Solution System and People Process axes, then practice shifting among all four perspectives to match evolving transformation demands.
- Translate strategy into disciplined execution: Design and run structured change interventions that balance quick wins with long-term vision, apply stakeholder-mapping rigor, and sustain delivery momentum in high-pressure settings.
- Mobilize hearts, build resilience, and hold teams accountable: Apply positive-psychology and strength-based tools to address uncertainty and resistance, creating a climate of trust, commitment, and performance.
- Lead adaptively through complexity and continuous learning: Surface hidden assumptions, welcome constructive conflict, and turn setbacks into data-embedding learning loops that keep transformation efforts agile and self-correcting.
- Think in systems and multiple futures: Employ systems-thinking and scenario-planning methods to stress-test plans, identify no-regret moves, and keep strategies resilient amid volatile regulations, mega-projects, and global market shifts.
Change Management Simulation
The simulation demonstrates the benefits of planning and implementing change initiatives in a structured, systematic manner. In teams, participants work on analyzing an organizational change case and apply a diagnostic tool. Participants then discuss the case and define a change framework that will provide the foundation for the actual change intervention. Then, they prepare and implement tactics to affect positive change. While completing the simulation, participants receive feedback on the tactics and get the chance to adjust their measures throughout. The simulation ends with a debrief session to transfer the learning to each participant’s own change challenges.
Learning Objectives
- Be able to diagnose organizational change challenges
- Know how to plan and execute change at an organization-wide level
- Put change knowledge into practice and execute an organization-wide change intervention
- Be able to reflect on your action and hone your leadership skills when it comes to change
- Transfer acquired knowledge to real-world change challenges