Change management & User Adoption

Preparing your organisation for a sustainable change

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Change management 

Change management is the proces of managing a series of structured actions and processes by which we transform a present situation into a  new desired future one.  

The objective being, to reach the new situation in the most  effective  way possible. 

The usual way organisations attempt to change is by creating projects to solve the problems or tackle the opportunities they are facing. The outcome of these projects are often successful, at least for a while. But all to aften things tend to slip back to how they were before the project began. 

Resistance to change

Whether we like it or not, humans resist change to a greater or lesser extend. It is the Change Manager's job to develop a strategy or plan to bring about the change in the most efficient and effective way possible under the circumstances that are given. 

A good change manager clears the path ahead of the project team, reading te future strategy and removing potential obstacles before they become a blocking issues.

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We align the agenda's of all stakeholders behind the common objective. By injecting a real sense of vision, purpose and  and adventure we inspire a culture of excellence, achievement and innovation to make your change sustainable.

To do so, we use the 'Organisation Readiness' methodology. 'Organization Readyness' is a beautifully simple way of focussing a change project around a single set of criteria that not only guides the Business in the right direction, but also indicates precisely when everything is in place to implement the change. 

Our change management services are therefor focussed around two very simple questions: 

"Why are we doing the project?"  -  (Why do we need to change?) 


"How will we know when our organisation is ready to implement the changes the solution will bring" 

These two questions form the foundation af all change management activities that can be broken down in up to 20 steps depending on the size of the project, and in what stage of the project the change manager is being involved.

Although managing change can be considered as an Art that requires a certain skillset and experience, it is no wizardry. We use everything from detailed MS project plans to amazingly simple but effective communication templates: our 'Change Management Toolbox'.

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The big advantage of working this way is hat everyone is obliged to collaborate more because it is the state of readiness that has to be achieved, rather than the completion of a set of tasks. The Business leadership is more interested in the project from start to finish, because they will have been involved in creating and approving their readiness criteria.

Together with the project team, employees, contractors, suppliers, customers, auditors, etc everyone will have to play their part in bring about the new sustainable way of working.

By keeping everyone focussed on preparing the organisation for sustainable change, be it in small organisations or large multinationals, we can assure a massive reduction and unplanned support effort after 'Go-Live'. 

Contact us or book an inspiration call to get on your way !      


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Our method is based on the Prosci ADKAR Model. 

Changes come to life in two dimensions: the business or project side of change and the people side of change. Successful change is a result of both dimensions of change maturing simultaneously. Project management and change management are complementary disciplines with a common purpose of producing results and outcomes.

Successful change

The people side of change - The business side or change


The business dimension of change:

  • Identify a business need or opportunity

  • Define the project (scope and objectives)

  • Design the business solution (new processes, systems and organizational structure)

  • Develop the new processes and systems

  • Implement the solution into the organization.

The people Dimension of change:

  • Awareness of the need for change

  • Desire to participate in and support the change

  • Knowledge of how to change

  • Ability to implement the change on a day-to-day basis

  • Reinforcement to keep the change in place


of the business reasons for change. Awareness is a goal or outcome of early communications related to an organizational change


to engage and participate in the change. Desire is an outcome of sponsership and resistance management 


about how to change. Knowledge is a goal or outcome of training and coaching


to realise or implement the change at the required performance level. Ability is a goal or outcome of additional coaching, practice and time


to ensure that change sticks. reinforcement is a goal or outcome of adoption measurement, corrective actions and recognition of successful change


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