Change is hard.  Don’t let anyone tell you otherwise. 

 

We support clients to manage organisational change and to do it well.  We have a very simple definition of change management.  For us, it is the combination of understanding, capabilities, tools & techniques and experience that seeks to achieve two things with client teams: (i) minimise uncertainty – change (of any sort) can be scary, threatening & disruptive and (ii) drive out value.

 

By working with teams, managers and leaders, we seek to minimise the uncertainty; right from the very start of a change being explored through to implementation & beyond.  We believe strongly in people-centred change management because if people know what’s going on and are included as much as possible then they feel capable & confident to engage and are prepared to receive change more positively.

 

We support teams to drive out the value from any type of change.  All too often we see process, structural or digital changes that don’t deliver the benefits envisaged in the initial investment case.  This is rarely because the process, new structure or digital solution isn’t good enough; it is usually because people add a level of complexity in terms of their engagement, behaviours and ways of working that are ‘messy’.  This ‘messiness’ can result in delays, poor adoption of change and very limited adaptation of existing ways of working.  All of this contributes to a deterioration in the anticipated value.  Our change management support focuses on delivering

maximum value.