(Capability 05)
Change Management
Make change stick.
Overview
We help organisations bring their people with them, so new strategies, structures and systems are adopted, embedded and sustained.
New systems, structures and strategies only deliver value when people use them. Change that is announced but not adopted is cost without return.
We plan and run the people side of change alongside the work itself: aligning leaders, preparing teams, building skills and tracking adoption until the new way of working is simply how things are done. In a Transformation Blueprint, change starts at the design stage with a change and adoption plan, not as an afterthought before go-live.
(Context)
Why change stalls.
- It is announced but not adopted: the new system goes live and the old spreadsheets carry on.
- Leaders are not aligned, so teams hear different messages about what is changing and why.
- Training arrives days before go-live, when people are too busy to absorb it.
- Messages reach head office but not every branch, site or region.
- Nobody owns the new way of working once the project team moves on.
(How we help)
What change management covers.
Change Strategy
Assess how the change affects each group and plan how to bring them with you. You receive a change impact assessment, a readiness view by team and a change plan that sits alongside the delivery plan.
Leadership Alignment
Get leaders agreed on why the change matters, what it involves and their own role in leading it. Aligned leaders give consistent messages and make the trade-offs that keep a programme moving.
Stakeholder Engagement
Involve the people affected early, so concerns surface while they can still be addressed. We map stakeholders, plan how each group is involved and run the sessions that turn critics into contributors.
Communications
Explain clearly and consistently what is changing, why, and what it means for each team. We build a communications plan with messages, channels and timing, including how to reach people outside head office.
Training & Capability Building
Build the skills people need to work in the new way, in time for go-live. Training is built around people's real processes and roles, with super-users who support their colleagues after launch.
Adoption & Embedding
Measure whether the change is being used and reinforce it until it sticks. We agree adoption measures, track them after go-live and help leaders act on what they show.
(Measures)
How we know change has stuck.
Adoption is measured, not assumed. Depending on the change, we track:
- Use of the new system or process, by team and location.
- Process compliance: work done the new way rather than through workarounds.
- Proficiency: whether people can do their work confidently in the new way.
- The disappearance of old tools, such as side spreadsheets and manual reports.
- Leaders using the new reports and routines to run the business.
Questions we help leaders answer.
(Key questions) Draft
- Do your leaders agree on what is changing and why?
(How we work)
Define. Transform. Accelerate.
- 01Define
Get clear on what matters.
We diagnose the challenge, identify the opportunity and establish the strategic choices required to move forward.
- 02Transform
Design what needs to change.
We translate strategy into practical changes across the organisation, from customers and processes to operating models, technology and ways of working.
- 03Accelerate
Turn ambition into action.
We help mobilise the organisation, establish momentum and translate the transformation into measurable outcomes.
(Questions)
Frequently asked questions.
- What does a change management consultant do?
- A change management consultant plans and supports the people side of a change: aligning leaders, engaging the people affected, communicating clearly, building skills and tracking adoption, so the change delivers the value it was meant to.
- When should change management start?
- At the start. The best time to plan for adoption is while the change is being designed, because that is when the people affected can still shape it. Our Transformation Blueprint includes a change and adoption plan for this reason.
- Can you work alongside our technology vendor?
- Yes. Vendors focus on configuring and delivering the system. We focus on the business and the people using it, and work with the vendor so training, communications and go-live are planned together.
- How long does change management take?
- As long as the change itself, plus a period after go-live while new habits form. We agree adoption measures up front and stay involved until they show the change has stuck.
Start a conversation.
Whether you’re defining a new strategy, navigating transformation or looking for the next source of growth, we’d like to hear what you’re working on.