Change strategy
A change impact assessment, a change plan and a clear story for why the change matters, tied to the project plan.
Practice / Delivery
Change management
Change that people understand, take part in and keep doing after the project team has gone.
01Situations we are asked about
Sound familiar?
Typical starting points for this practice, in the words leaders often use.
We launched the new system and people kept the old spreadsheets.
Staff hear about changes from rumours first.
Every restructure costs us good people.
We are merging two teams with very different habits.
02The working model
The dip is normal. How long it lasts is not
Performance and confidence fall when people stop doing the old thing and have not mastered the new one. Good change work makes the dip shallower and shorter.
- Solid line: adoption with communication, training and leaders who hold the line
- Dashed line: the same change left to the project plan alone
- Adoption, not go-live, is where we measure success
03What we do
Services in this practice
Stakeholder engagement
Stakeholder maps, engagement plans and feedback loops that let you hear resistance early and respond to it.
Adoption and training
Training plans, super-user networks, quick reference material and adoption measures so the change sticks.
Leading through change
Support for leaders on what to say, when, and how to hold the line while staying open to feedback.
04You leave with
Deliverables you keep
- A change impact assessment
- A stakeholder and communication plan
- A training and adoption plan
- Adoption measures reviewed after go-live
05Programs
Build the capability in house
Change leadership
Leading change
For leaders taking people through a restructure, a new system, a merger or a new way of working.
Built for your team
In-house team programs
Programs designed around your team, your work and your goals, combining any of our workshops with coaching and on-the-job practice.
06Accredited study
Related nationally recognised qualifications
Nationally recognised qualifications are delivered by CAQA, RTO 45459, and listed on Career Calling Courses. Our own workshops, programs and advisory are non-accredited.
When should change work start?
As early as possible, ideally while the project is still being designed. Late change management is mostly damage control.
Can you support a restructure?
We support the design, communication and transition. Employment law and industrial relations questions go to your legal or HR adviser.
Next step
Talk to an adviser about change management
Tell us what is on the table. An adviser will contact you within one business day to talk it through. Fees are quoted and agreed in writing before any work starts.