Change management is mostly about people. Most failed changes weren't a model problem, they were a model choice problem. We pick the right framework, design the resistance plan, and run it so it sticks.
The number of change models is overwhelming. Most companies pick the one their consulting partner happens to use. That's where failure starts.
Three stages: unfreeze, change, refreeze. Best when the change is mostly procedural and the culture is willing.
Diagnostic before you commit. Strategy, structure, systems, shared values, style, staff, skills together.
Top-down, focused on people behind the change. Best for enterprise programmes with strong sponsorship.
Pave the way for employees to choose change themselves. Best when the population is broad.
Bottom-up, individual-focused. Awareness, Desire, Knowledge, Ability, Reinforcement. Best when resistance is personal.
Ending, neutral zone, new beginning. Best when the organisation is grieving the old way.
Five emotional stages. Best for high-impact changes where the emotional cost is real.
Maps the dip in performance every change goes through. Best for setting honest performance expectations with executives.
Miss any one and the change won't stick.
A clear, written case for change anyone can repeat without notes.
Honest acknowledgement of what people are losing. Not sidestepped with cheerleading.
Visible weekly progress. Not a 12-month milestone schedule that nobody believes.
— Thomas Fuller
What's actually changing, who wins, who loses. Culture read. We pick the model that fits, not the one we know best.
Where the resistance is, what's driving it, how we're going to address it directly. Not "communicate" around it.
Operational target, milestones, training, ritual changes, leadership behaviours. Visible weekly progress.
Sunset the old process, retire the old tool, change the rituals. If the team can still do it the old way, you'll never finish.
Transformation is about a structural shift in the operating model (M&A, ERP, ways-of-working). Change Management is the people-and-process discipline you apply inside that, or as a standalone for smaller changes.
We design them and steer them. We don't run a content shop or training delivery. That's where you bring in your in-house team or a specialist partner.
Yes. Often the most useful intervention. We do a 3 to 4 week diagnostic. About a third of the time the recommendation is "stop, restart with different sponsorship".
Bring the story. We'll tell you which of the eight models would have helped, and what's salvageable now.