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.