About Us
We have built a community of several thousand professionals responsible for organisational change initiatives and transformation agendas.
There are regular networking events, debates and technical presentations to address key issues including:
- Defining how change management practice continues to evolve, reflecting that we are a young and emergent profession.
- The challenges created by the volume of simultaneous change that creates additional challenges to the traditional issues of implementing a single change.
- The disruption that change has on day to day work, and how mentally tiring it is to constantly adopt new routines, habits and short cuts to get things done.
We work together to develop ideas for how we can better create and adopt new ways of working.
We invite leaders, sponsors and change professional to complete an annual survey that creates the base data to compare organisations and their ability to implement change.
The volume of change in our organisations has never been higher and is moving at a rate that we struggle to cope with. We need practical, intuitive, simple coping strategies to enable us to make sense of:
- What has changed
- What is changing next
- What we need to do differently
These coping strategies must address the multiple changes taking place, as we are trying to understand the potential impact of the latest changes, whilst at the same time designing new ways of working for current changes and practising how to work differently for things we have already changed.
Change can be a stressful emotional experience, because it generates uncertainty of what is expected of us. This uncertainty leads to anxiety and stress, which is made worse by the need to achieve change whilst still performing our work.
If we can lead ourselves and those around us through change, we can reduce this stress. Our workplaces are less stressful, we are less stressed at home, we are less stressed in our communities. An ability to cope and thrive during change is an important mental health issue.
We build your capability for change at work. To us, capability means a combination of skills and the confidence to use those skills to get things done. After all, we might know how to do something, but unless we have the self-belief in our abilities, we will not do it. Ability is not enough, it must be partnered with confidence.
The techniques, guidance and support that you access via our ChangeabilityPro® ensures you learn skills that help you make change happen, and you practice, learn lessons from examples, get advice from how others have used these solutions so that you can confidently apply them to your own situation.
We keep things simple – easier said than done, because to simplify something means understanding the most useful and relevant elements and focusing only on these
We keep things fresh – important, but requires a lot of work from our focus groups, and team of change experts and our developers to ensure you have a continuous stream of new practical techniques, relevant to the situations you are experiencing
We focus on how not what – we make sure we provide answers, respecting your time by giving you step by step answers on how to do something because we know you do not have lots of time to learn about what you should be doing, you want to get straight to the advice and guidance from our highly experienced team of change experts.
The best way to demonstrate our values is to describe how we treat each other – we all have different talents and abilities and whatever our job role, we believe that everyone has a contribution to make. We are personally responsible for sharing our ideas and our perspectives, because any one of us can have an idea but it might not be the best idea. Sharing our thoughts with our colleagues helps us develop our thinking, and benefit from a wider pool of suggestions, specialist knowledge, enthusiasm and support.
The techniques, guidance and support that you access via our ChangeabilityPro® ensures you learn skills that help you make change happen, and you practice, learn lessons from examples, get advice from how others have used these solutions so that you can confidently apply them to your own situation.
We have an involvement gap in organisational change. We have full time specialists, in roles including project and programme teams, product owners, product managers, change managers, business analysts, who are all creating the changes that are designed to achieve the organisational objectives. There are those who will have to work in new ways – but they already have full time jobs and can only give some discretionary time to making change happen.
But… there is too much change for it to be achieved by only a small team of specialists. We need our stakeholders to act. We need them to be part of the resource pool for change. We need to mobilise all those affected by the change, generating their participation in creating, practising, and adopting new ways of working.
This is a big ask, because there are plenty of reasons why they don’t want to get involved.
• Change is risky
• Too much noise, not enough being heard
• Increased cynicism
• Competition for the same resources
These factors taken together feed each other, strengthening the reasons for avoiding the change. Our Change Capability Hub is designed to address these reasons and enable everyone to play their part in making change happen – for themselves, their team and their organisation.
