We help organisations to change by developing and implementing planned and integrated organisational development and change programmes where the ultimate aim is to fully embed new processes, systems and working practises that will deliver long term, sustainable efficiencies and improvements in performance.

We work at a strategic, operational and individual level to make sure you have the right level of input, direction and support you need to implement the changes you require.

This means that we can advise on the best approach to take once we fully understand the issues you face, and can provide the full range of consultancy services throughout your change process:

  • strategic, diagnostic advice to top teams
  • providing expert advice on the design and development of specific interventions that will bring about sustainable performance improvement
  • facilitation of team working, in particular cross boundary internal/external groups, teams and working parties so they remain focused and deliver results required
  • hands on project management and implementation of all aspects of the change programme
  • advise on and develop detailed communications plans and oversee their implementation
  • review and evaluation

Our approach to managing change successfully

Our experience has shown that where change of any significance is required, it will only happen if attention is given to both the ‘hard’ and ‘soft’ issues that will enable the organisation to achieve optimum performance. These can be described as

  • the content and control of change, such as the strategies, policies, structures and systems , and
  • on the process by which change comes about, (for example, gaining commitment and buy in from key stakeholders, effective communications, changes to culture, leadership style and developing the appropriate skills, behaviours and attitudes required to embed the changes long term.)

We have found that without properly engaging with the people involved in making the change happen, gaining their acceptance, commitment and participation in the process, it can be extremely difficult to embed new ways of working due to the level of resistance that is likely to be encountered.

This means that we will work with you to address issues such as:

  • Gaining clarity and ownership of the problem from the outset
  • Participation and commitment of the people involved in the change process itself and their role as champions
  • Identifying and removing blockers
  • The implications of change on other parts of the organisation
  • External factors that could impact on the change process
  • The critical role of communication
  • Leadership to drive change process to successful completion
  • Review, evaluation and reinforcement of change so that it is sustainable in the long term

Selection of Change Management activities undertaken

  • Organisation reviews, restructuring, workforce planning, redeployment in both public and private sector
  • Developed structure, tools, processes and training for in-house business change team in local government
  • Overseeing, advising and guiding all phases of a comprehensive change programme involving the design, development, implementation and review of a Council-wide people strategy over a 3 year period impacting over 22,000 employees.
  • Extensive project management of various change programmes
  • Diagnosis, problem solving, facilitation and challenge in complex, multi functional team environments
  • Stakeholder engagement