Organisational Change  Management

"Paralyse Resistance with Persistence" - Woody Hayes

Do you get significant resistance to introducing new activities or roles into an organisation?
After much toiling, do you implement a project, only for the people to ignore it? Is there a lack of support for a particular project?
As technologists we know the level of binary detail we have to consider to make an intergration work, create a "hardened" website or deploy a new operating system into the organisation. That ability often credits the technology department with the planning responsibility, often on behalf of the business function too. Yet despite this, we feel we get a disproportionate level of blame when things don't work out the way we planned.

Ensure your outcomes are acheived by assessing the full impact of organisational change

Typically, the missing part of the plan is a focus on people, such as: understanding how they will work in the future; solliciting support; ensuring that they are consulted; helping people accept and embrace change. Apply our framework "TEDET" to promote a successful outcome:
  • Target - Target the problem to solve by finding the pain point in your organisation that everyone can identify with. Use our assessments to review the level of maturity and skill.
  • Envision - Envision how people will work differently in the future. Create "tuned" messages for all people on what's in it for them. Look at what start and stops in a role.
  • Deploy - Deploy change into the organisation through assessing the impact on people's way of working. Identify those people in the organisation who will make change happen and come up with an engagement strategy to persuade.
  • Embed - Embed change in the organisation through understanding how people react to change and build in activities that will sustain the change long term.
  • Troubleshoot - Troubleshoot common ways that a transformation gets derailed and create a plan that includes the extra activities to achieve success!
We use the Partnering role in your organisation as a case study for change. What are the pain points? What would be the perfect day? What changes do you need to make in order for it to be a success? How will you convince your peers and decision makers it's the right thing to do? How will you stay the course and achieve your vision?
We provide you with the tools and approaches to answer the above questions.

The Outcome

Feel sufficiently confident to implement the techniques on leaving the workshop with an action plan to transform the partnering role in your organisation.

Excellent interactive training. I learned a lot and have a lot to think about and implement.

Michelle Weipers, Senior Business Systems Strategy Manager at Maitland

Benefits of applying the workshop techniques:

Real Change

  • A real change in the way business is done
  • Detail implementation tips on overcoming resistance
  • The key approaches that make sustaining change happen - a change in habits

The Right Focus

  • Shift from just a technology focus to a more preople focus
  • Focus on the pain people suffer today as a cause for change

Realistic Assessment

  • Review the organisation maturity and the level of skill
  • Target those areas that stand to deliver most benefit


  • By asking the right questions and thinking about how people are impacted, activities can be incorporated into your plan that significantly increase the chance of success.

Organisational Change Outline


  • Organisation Partner Maturity 
  • Competency Model
  • Key Performance Indicators


  • Sustaining Change
  • Habits
  • Change Plan
  • Managing The Change Reaction


  • Communication Plan - Value Proposition 
  • Stakeholders and Role Definition
  • Stopping and Starting activities
  • Impact Assessment
  • Time Allocation


  • Organisation Maturity
  • Culture and Collaboration
  • Leadership
  • Service
  • Demand
  • Strategy
  • Global / Local
  • Digital and Shadow IT


  • Implementation Philosophy
  • Communicating Change
  • Change Agents
  • Recruitment, Training and Coaching 
  • Deploying Competencies

What you'll get:

  • Clear framework and approach oriented towards business outcomes
  • Tools you can use.
  • Practice in the techniques
  • Case studies and experience from facilitators who've been there and done that
  • Opportunity to stand back and reflect on personal as well as team performance
  • Action plan

What we bring:

  • Thought leadership and years of experience
  • Insight into the application and current challenges many practitioners face (you're not alone) 
  • Selective use of techniques that add most value, formulated in a way that can be adopted easily.
  • The option of coaching either in groups or 1:1 subsequently to the workshop
Enter your contact details below for more information about Organisational Change and we'll get back to you!

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