My Change Methodology:
ASSESS, AMPLIFY, ANCHOR
My Assess, Amplify, Anchor (AAA) Methodology is a comprehensive approach designed to guide organisations through meaningful change, and I use this to provide a framework for our collaboration. It breaks down the change management journey into three actionable phases, ensuring that transformation is not only initiated but sustained.
Assess: Unlock Your Change Potential
Every change journey begins with a deep understanding of where you stand. In this phase, I work with you to evaluate your organisation's change capabilities, readiness, and areas for development.
- Evaluate Change Capability: Through interviews, surveys, and analysis of past initiatives, we uncover the existing strengths and gaps in your change readiness.
- Assess Organisational Readiness: Understanding how employees perceive the change, whether through anxiety or resistance, is crucial to addressing their concerns early.
- Identify Development Areas: Pinpoint where leadership can be more visible, where middle management needs support, and how to engage employees.
Example:
A mid-sized IT company facing resistance to its digital transformation had engaged me. After assessing their change capability, it became clear that while leadership was onboard, middle management was disconnected, which led to resistance. By identifying these gaps, naming the strengths they already had, and outlining areas where we needed to strengthen their internal capability, we embarked on the transformational path, with clear and measurable activities.
Amplify: Elevate Your Change Expertise
Once the assessment is complete, it's time to build on those insights by strengthening your internal capability to drive change. This phase is about equipping your team with the right tools, resources, and mindset to foster change.
- Strengthen Change Capability: Tailored workshops and training provide teams with tools that can be immediately implemented, often supported by resources like my online Change Confident Academy (hyperlink to be added).
- Expand Your Change Toolkit: You’ll have access to templates, checklists, and real-life case studies that resonate with your organisational culture.
- Feedback & Coaching: Through coaching and feedback, I help leaders and teams gain the confidence to manage change effectively. Coaching is given in group and one-on-one setting, depending on the needs of the transformation.
Example:
A hospitality company moving from family to public ownership needed to drive a human-centered transformation. After building change capability through workshops and giving them access to my Change Confident Academy, (hyperlink) they developed internal success stories that helped engage leaders and employees alike. With the internally recognised, company-specific certification program, we had real-life, relevant and impactful cases to inspire other teams to join and get better at managing the people side of change.
Anchor: Sustain the Change
The final step is to ensure that change sticks. Without anchoring the new ways of working into the organisational culture, there’s a risk of reverting to old behaviors.
- Reinforce New Behaviours: Regular check-ins and continuous support help reinforce the changes.
- Measure Impact: Track progress with specific change metrics to ensure that the transformation delivers results.
- Create a Culture of Change: By embedding the new behaviours into daily routines and company values, we make sure that change becomes second nature.
Example:
For a large financial services firm, I anchored the change through continuous coaching, and by building a guiding coalition to Change Champions to lead, inspire and engage the new way of working. Over time, these efforts transformed how the company approached future changes, making adaptability a core strength.
