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Phase 1Assess: 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 engaged me. After assessing their change capability, it became clear that while leadership was on board, 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.
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Phase 2Amplify: elevate your change expertise
Once the assessment is complete, it is 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 the Change Confident Academy.
- Expand your change toolkit. Templates, checklists, and real-life case studies that resonate with your organisational culture.
- Feedback and coaching. Through coaching and feedback, leaders and teams gain the confidence to manage change effectively. Coaching is offered in group and one-on-one settings, 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 the Change Confident Academy, they developed internal success stories that helped engage leaders and employees alike. With the internally recognised, company-specific certification programme, we had real-life, relevant and impactful cases to inspire other teams to join and get better at managing the people side of change.
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Phase 3Anchor: sustain the change
The final step is to ensure that change sticks. Without anchoring the new ways of working into the organisational culture, there is a risk of reverting to old behaviours.
- Reinforce new behaviours. Regular check-ins and continuous support help reinforce the changes.
- Measure impact. Track progress with specific change metrics to ensure the transformation delivers results.
- Create a culture of change. By embedding new behaviours into daily routines and company values, change becomes second nature.
Example
For a large financial services firm, I anchored the change through continuous coaching and by building a guiding coalition of 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.
