Our Specialisms and Services

Change sponsors, change leaders, and business managers at all levels of your organisation play a crucial role in effective change coaching and change training. Project managers, program directors, directors, and general managers are key players in strategic change planning. Change leads, your change practitioners, and change teams are essential for driving transformation. Additionally, change agents, change champions, and subject matter experts contribute significantly, alongside HR professionals, to ensure successful change initiatives.

Change leadership – who is leading the change and what do you need them to do in terms of change coaching? Change analysis – what is changing and how big is this change? Workforce transition – how are groups going to move from point A to point B? Business readiness – who is responsible for getting ready for change? Change communications – what are the key messages and are they getting through effectively? Change success metrics – where do you need to be and what does success look like in the context of change training? Change resilience – how quickly does your workforce bounce back from setbacks? Change portfolio reporting – how much change are you taking on, and how do you know whether to take on more? Setting up a change team – how do you build the right program of work and track your change team’s performance? Mergers – how do you respect organisational cultures while moving forward with a new vision? Change maturity – where is your organisation today and where does it need to be? What do you need to do to achieve your strategic change planning goals? Stakeholder analysis, engagement & management – who is impacted by the change, who needs to be informed, consulted, involved, and who co-creates with you?

Your people ‘hate change’ and show low motivation for it. Engagement is suffering due to the changes being implemented, and there may even be resistance undermining these efforts. If your union is upset, you could find yourself heading toward disputes or already in the midst of one. Despite implementing a change, you may not have seen the expected benefits, and if your project has been ongoing for a while without gaining traction, it's clear that you need to reassess your approach. Your leaders might not be fulfilling their roles in guiding change effectively, and communications regarding the change aren’t resonating with your team. Trust could be eroded due to the current changes, and if you feel the need for a dedicated change team but don’t know where to start, you’re not alone. Additionally, if your organization struggles to agree on what changes to make, or if there are too many changes happening simultaneously leading to conflicting initiatives, it’s time to consider strategic change planning. Talk to CMO-1 today about our change coaching and change training programs designed to support you. Together, we can set you on a solid path to success, ensuring a return on investment and heightened engagement among your people. Get on the path to excellent change making.