Change & Transformation

There is a cost when we don't pay attention to our people during the change process. A reduction of productivity and quality, when some of our people are, at worst, paralysed by anxiety and confusion, at best, talking in corners and polishing their LinkedIn page/CV.

Q: Why is it that we move house, change jobs, get married and have babies with less angst than is caused by the introduction of a new system or process at work?

A: Because when we make personal changes, we manage the normal and natural psychological process of change for ourselves.

We live in a volatile, uncertain, complex and ambiguous world. Organisations and the people who run them have to connect, communicate with and support their people, if they are going to be able to flex, evolve and innovate to survive, without losing their best talent along the way.

I can help you bust myths about change, for your leaders, and get practical about what is needed to make change successful. For example, to truly make a change, we must understand the prevalent mindsets (attitudes and beliefs) of the organisation, and how these might be limiting the opportunity to successfully make a change? What systemic artefacts might be getting in the way of success? What do your people value about the organisation as it is now, and what might that look like in the future state? What are the attitudes and beliefs the organisation needs to have in order to truly engage with the change?

I can help your people and business remain robust and productive in change, by supporting you to:

Understand and address the social aspects of change (power, confusion, helplessness, fear etc.,) to decrease disruption and increase the potential for adoption.
Assess the change readiness and tolerance of your organisation.
Uncover the possible implications of the change for your people.
Suggest a course of action to support your people. Co-create your plan, co-create relevant materials, activities and artefacts, and advise on sponsorship and delivery.
Support leaders to ensure they are prepared to role model the change, craft a compelling narrative, identify requirements (resources and knowledge) to adopt the change, and suggest positive reinforcements to strengthen messaging.
Walk alongside, advising on emerging issues, including but not limited to:
- General consultation and advisory on the impact of change. Addressing live and emerging issues.
- Specific people change areas e.g. integration, location, harmonising conditions and working practices, organisation structures and redundancy.
- Support with comms and engagement plans, events, artefacts and delivery. The right information, at the right time, in the right way.
- Short group exercises/workshops to bring teams together, understand what they are concerned about, identify what they value, and think about what that means for the future.
- Bespoke longer workshops designed for you and aimed at articulating updated Operating Models and ways of working.

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