Change management has different levels. At its most basic level it deals with changes to both what is done and how this is done in an organisation. This may involve new work practices such as digital rather than traditional work practices or restructuring reporting lines and operational areas. Ultimately, however, the success of any change program depends on the extent to which the culture of an organisation changes so that optimum benefits can accrue to the organisation. Research shows that the vast majority of change initiatives fail not because they were badly designed or implanted but because the culture of the organisation has had a significantly negative impact on the anticipated long term benefits. Our approach to change management ensures that, together with work practices and organisational structure, organisational culture issues are also diagnosed, understood, and addressed.

shutterstock_239359783 Change M 4MP

Types of Organisational Change

Development change: Incremental change in skills or a process that improves procedures and processes.

Transitional Change: A planned, episodic change which might substiture one strategy for another.

Transformational Change: An ongoing, adaptive, and challenges an organisation’s underlying assumptions.


Leading Change

Understanding the roadblocks to change
  • Avoiding organisational inertia and falling victim to past successes
  • Discovering how performance is affected by industry standards, dominant designs, technological substitution, and disruptive technologies
  • Gaining insight into how technology cycles drive organisational evolution and innovation
Building an organisational architecture to encourage managerial problem-solving
  • Understanding the relationship among strategy, culture, and execution
  • Identifying your current cultural challenges and areas for change
  • Creating a culture that values both stability and exploration
  • Configuring an organisation to support your strategies, objectives, and vision
  • Developing the right human resource capabilities
Crafting the right leadership style
  • Shaping innovation, learning, and change by cultivating your leadership style and behavior
  • Knowing which levers can shape organisational capabilities and how to use them
  • Juggling contradictory pressures
  • Inspiring your senior team to effectively manage change
Enabling innovation through strategy and execution
  • Identifying the processes that create successful innovations
  • Working with managers to tailor strategies for a dynamic business world
Becoming an ambidextrous organization
  • Aligning structure and management approach to the challenge at hand
  • Managing for short-term efficiency by emphasizing stability and control
  • Spurring long-term innovation through risk-taking and experimentation
Winning through innovation: the senior team’s role
  • Creating highly differentiated units within an integrated organisation
  • Succeeding through a clearly articulated common vision, careful team composition, and the right system of rewards
Sourcing knowledge through open innovation
  • Managing technological change in firms and communities through distributed innovation systems
  • Capitalising on the emergence of open source software and collective intelligence for innovative product development
  • Finding and incorporating knowledge from outside the organization
Designing service excellence
  • Refining your organisation’s approach to designing, managing, and improving service experiences
  • Leading service innovation from the multiple perspectives of customers, employees, and owners
  • Delivering on customer promises while creating value for broader stakeholders


Drive the changes your organisation needs to thrive
  • Anticipate, evaluate, and proactively respond to external shifts
  • Analyse disruptive technologies as both threats and opportunities
  • Build and lead more effective change strategies
Nurture innovation and agility across your organisation
  • Diagnose organisational problems that hinder innovation
  • Embed new ways of doing things within your corporate culture
  • Build a shared vision of success around change initiatives
Promote organisational flexibility from the top down and the bottom up
  • Recognise how leadership styles and senior team characteristics affect change
  • Make better decisions about change initiatives—even with insufficient information
  • Develop internal communication networks essential to driving initiatives forward
  • Help your leadership team develop the skills of “change champions”
Expand your personal and professional network
  • Extend your network by living and working with accomplished executives from various backgrounds, industries, and countries across the globe
  • Build relationships with a diverse group of peers who can provide wide-ranging insights into your business challenges and career decisions