Individual change
Use ADKAR to understand the move from knowing why a change is happening to being able to work differently.
Deliver / Change
Change that people adopt and keep.
We run change management for technology and information programs, built on the ADKAR model of how individuals move through change.
The challenge
Make the new way of working the everyday way.
A launch is a milestone, not evidence of adoption. Change work connects the reason for the program to the people affected, then supports understanding, willingness, skills and sustained practice.
Most technology programs do not fail on the technology.
They fail because the people who were meant to work differently did not.
There is a launch email and a training session, and six months later everyone is back to the old workaround.
When this service makes sense.
A technology program changes how people work.
Training alone has not translated into adoption.
Sponsors need a clear view of readiness and resistance.
From need to outcome
A clear line through the work.
Understand the starting point. Do the work that matters. Give your team something practical to carry forward.
Understand
Change impacts
Stakeholder readiness
Program direction
Do the work
01Awareness and desire
02Knowledge and ability
03Reinforcement
Carry it forward
Supported adoption with measures and reinforcement
01Awareness
02Desire
03Knowledge
04Ability
05Reinforcement
Scope of work
The detail behind the delivery.
Change management built on ADKAR, so new ways of working actually stick. The scope reflects your priorities, the operating environment and what needs to be achieved.
Program alignment
Bring communication, sponsor activity and training into the technical delivery sequence, rather than leaving them until launch.
Sustained adoption
Agree adoption measures and reinforce the new practices after go-live, including the points where old habits can return.
What we cover
Change- Change impact assessment
- Stakeholder and readiness mapping
- Communications strategy
- Sponsor coaching
- Training design and delivery
- Adoption measurement
- Reinforcement after go-live. The five ADKAR stages: Awareness, Desire, Knowledge, Ability, Reinforcement
Our approach
Structured work.
Purpose at every stage.
The method follows the work, not a generic playbook. Each stage connects to the decisions, capability or delivery your organisation needs.
Our approach / stage 1
Awareness: build understanding of why the change is happening
Explain the reason for change and the effect on the people involved.
Your operating environment
Different pressures.
The same need for clarity.
Governance, obligations and delivery constraints differ. The engagement is shaped around the organisation you run, not an assumed environment.
Public sector
Agencies running system rollouts and recordkeeping uplift.
Commercial organisations
Enterprises rolling out new systems and ways of working.
Intended outcomes
What this work is designed to change.
Adoption that is still holding six months after go-live.
A measurable return on the investment.
Less reversion to old habits.
Specialist expertise. Practical application.
Operational change depends on people working differently.
Start with the right conversation
Define the need.
Shape the engagement.
We begin with what needs to change and the decisions or work your team needs to support. These are useful starting points for a conversation about change.
Program objectives and affected groups
Change impacts and existing communication
Sponsors, training needs and adoption measures
The scope, people involved and expected outputs are agreed around your organisation’s needs.
Book a conversationQuestions
What you need to know.
Can this sit alongside a system implementation?
Yes. It is most effective when it runs with the technical program from the start.
How do you measure success?
Adoption measures agreed up front, not just a survey at the end.
Is it only for large programs?
No. It scales to the size of the change.
Connected expertise
Where the work goes next.
Let's move the work forward
Make the next decision with confidence.
Tell us what needs to change, what is at stake and where you need support. We will discuss the advice, delivery or specialist capability the work calls for.