A big change is coming
A new system or a major shake up, and you want people ready on day one.
Change Management
Plans fail when people are not ready.We plan and deliver.
We own the change plan and its delivery. Experienced change managers who take charge of the work, from the first assessment to handing it over. You make the decisions. We make them land.
Where we are called in
Which of these sounds familiar? Most clients recognise more than one.
Projects are colliding
Several changes are landing on the same teams in the same month.
A merger or restructure
Two ways of working need to come together without losing good people.
Adoption is lagging
The new system is live, but people are not using it, or are working around it.
A regulatory, compliance, statutory or legal change
New rules mean new processes, and everyone has to follow them by a fixed date.
AI is arriving fast
Tools are spreading faster than people are ready to use them well.
Four ways we work with you
Use us for one job or for the whole change. Either way, we start by listening.
Run the change for you
Experienced people who take charge of the plan and see it through to go live.
- Interim change managersExperienced, hands on change managers who join your team for as long as you need them, for a day rate or a fixed piece of work.
- The whole change, start to finishWe write your change plan, run it with you, and see it through to go live and handover.
Work out what is changing
A clear picture of what is changing, and who it will affect.
- Joining up your projectsWe show where projects overlap or depend on each other, and set up simple decisions so clashes are spotted early.
- How work gets done, now and afterWe map how things work today and how they should work after the change, and show where automation will really help.
Find out how your people feel
Know how ready people are, and test ideas before you commit to them.
- A readiness checkA short, honest look at how your people feel about the change. You get a plain English report, a map of which teams need the most help, and what to do first.
- Try it on a small group firstA four to eight week trial with one group, compared with another, so you see what works before you roll it out to everyone.
Hand over, so it lasts
Make sure the people who will run things day to day are ready, including for any new AI tools.
- Handing over to your teamThe people who run things afterwards get the guides, skills and support they need, so the change lasts once we have left.
- Bringing in AI toolsWe help you choose, plan and roll out AI tools, with a clear policy on using them responsibly, backed by our AI training.
Courses
Change Management courses
Training for the people who plan, lead and sustain change. All are delivered in house for your organisation, live online or on site.
From no experience to planning and supporting real change with a simple, light toolkit.
2 days, about 12 hours · Live online or on site
From £4,800 for up to 8 learners + £300 each extra learner, to a maximum of 16 learners
View course and enquireFor change practitioners who want a stronger voice: be heard by senior leaders, make the case for change, and keep your head when the pressure is on.
2 days, about 12 hours · Live online or on site
From £4,800 for up to 8 learners + £300 each extra learner, to a maximum of 16 learners
View course and enquireFor senior change leaders who set the direction: a change strategy, benefits, and how much change people can carry.
Six on demand modules plus six live coaching sessions · 12 months of access
£1,495 per person discounts for self funded learners and teams
View course and enquireSet up how change is run and decided, and show up as a sponsor people can see.
1 day plus a 30 minute one to one · Live online, in person or on site
From £3,000 for up to 8 learners + £190 each extra learner, to a maximum of 12 learners
View course and enquirePrepares the people your organisation picks to help colleagues and keep the new way of working going.
1 day plus a 90 minute clinic · Live online or on site
From £3,000 for up to 8 learners + £190 each extra learner, to a maximum of 16 learners
View course and enquireAdd ons
Add training or adoption to any change
Extra support that sits on top of your Change Management package, so the change lands and stays.
Training on the new ways of working
We provide the trainers, working on your system and your processes, so people learn the work and not only the screens.
Ask about trainingAdoption: measure the change
We check people are really using the new way, and tell you what is working and what needs a nudge.
Ask about adoptionHow change lands
Change is a crossing, not a switch
The UPELO™ method
When you ask us to deliver change, we know and use the established change methods, including ADKAR, Kotter and Lewin and others, and apply whichever fits your organisation. Alongside them we have our own, the UPELO™ method, which covers every touchpoint of a change, from first understanding to handover.
Understand, Plan, Equip, Launch, Own. Five steps, whatever the size of the change, and fifteen numbered deliverables across them. Which ones you get depends on the size of the change: a small change might use five. Every deliverable ends with the decision it supports, who owns it and by when. You can see the standard in our sample change plans on the Insights page.
U
Understand
Find out what is changing, who it affects and how they feel about it. Then agree why it matters and how to approach it.
- 1Change charter and business caseWhy we are changing, what it will deliver and what it will take
- 2Change impact assessment (CIA), including learning impactWho is affected, by how much, and what changes for them
- 3Stakeholder map and engagement planWho matters to the change, and how we will talk to each of them
- 4Risk, issue and resistance logA running list of risks, problems and people’s concerns
- 5Change strategy and approachHow we will take people through the change
P
Plan
Decide how the change will work and plan it, with your decision makers agreeing each step.
- 6Operating model viewHow work will be done in the new way
- 7Change personas and “day in the life of” mapsA real life picture of a day for each kind of person affected
- 8Sponsor roadmapWhat your leaders will say and do, and when
E
Equip
Get people ready. Talk to them early, find colleagues who will champion the change, and train everyone before go live.
- 9Change communications planWhat we tell people, who tells them, and when
- 10Change network (champions and super users)The colleagues who help their teams through the change
- 11Learning needs analysis (LNA) and training planWhat people need to learn, and the plan to teach it
- 12Readiness assessment and dashboardA simple score of how ready each team is
L
Launch
Be there on the day and after it, with hands on help while the change settles in.
- 13Business readiness and learning go or no go checklistA final set of checks before we go live
- 14Go live support and hypercare planExtra help on go live day and in the weeks after
O
Own
Hand over the plans and decisions, so your own teams run the new way with confidence.
- 15Transition and handover planPassing everything to the teams who will run it
Want to see the deliverables?
Ask for the guide and we will send a one page description of each of the fifteen, with what it contains, who owns it and the decision it supports. Want to see what one looks like? Ask us for a sample.
UPELO™ is our own method, owned by Change & Learning Solutions Ltd, and an application to register it as a trade mark has been made. ADKAR is a trade mark of Prosci Inc. Kotter and Lewin are the work of their authors. We name these methods only to describe what our practitioners know and use. We are not affiliated with, endorsed by or certified by their owners, and our courses are not Prosci certifications.
Add on
Training on the new ways of working
If your change needs people trained, we can provide the trainers. It works whether the technology is custom built or a well known platform.
01
Trainers for your change
Experienced trainers who teach people the new way of working, on top of your Change Management package.
02
Custom or well known systems
Built in house or bought off the shelf, we train on the system your people will actually use.
03
Built around your processes
Training that follows your processes and roles, so people learn the work and not only the screens.
Add on
Adoption: measure the change, feed success
Going live is not the finish line. We check whether people are really using the new way, and tell you what is working and what needs a nudge.
01
Start
Agree the goals, who is affected, the success measures and a baseline before anything changes.
02
Experiment
Try it with a first group, measure what happens, and fix what you learn before you widen it.
03
Scale
Roll out in waves, check use against your measures, and tell you what to fix as you go.
Built on a start, experiment and scale approach, in the spirit of the Microsoft service adoption framework. It is an add on to Change Management.
What to expect
- We own the deliverables. We write your change strategy and plans, and we are responsible for delivering them.
- You decide, we make it land. Every plan ends with the decisions your leaders must make, who owns each one and by when.
- Experienced people throughout. Our interim practitioners have 10+ years in change and work hands on with your team.
Industries we cover
Our team's experience spans a wide range of sectors, including:
- Banking
- Consumer goods
- Energy
- Financial markets
- Healthcare
- Insurance
- Legal
- Life sciences and pharma
- Media and telecoms
- Natural resources
- Public sector
- Retail
- Technology and software
- Transport
- Travel and leisure
- Utilities