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CHANGE MANAGEMENT STRATEGY

Change initiatives fail where it matter most — on the ground. You’ll only succeed if your people are aware, equipped and truly invested. That’s where we come in.

We start with people, not frameworks

You can read about ADKAR or follow Agile ceremonies until you’re blue in the face. But none of it matters if you don’t know how to apply those ideas to your situation.

The secret? Listening to the people who do the work every day. Their insights, struggles and needs shape a change strategy that actually lands — not just looks good on paper.

Change echoes, for better or worse.

So make sure what people feel, hear and carry forward is intentional.

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Know who feels it

Change doesn’t hit everyone the same way. If you don’t know who’s impacted (and how), you’ll miss the people who matter most.

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Measure the impact

Are you skipping a rock across the pond, or heaving a boulder into it? Find out what the ripple effect looks like and plan accordingly.

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Scale your support

People adopt change when they’re equipped — and involved. Depending on the size of the change, they might need a heads-up or a seat at the table.

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Core change management services

Change management isn’t a checklist. It’s a concerted effort between business strategy, human connections and workplace tools. We can help with:

  • We design a plan that fits your culture, pace and priorities — grounded in what your people need to succeed.

  • From leadership coaching to frontline involvement, we help you bring the right people in early — and keep them with you.

  • Get through to your team with messages that land and training that’s built for how people learn — not just how leaders present.

  • We spot friction before it slows you down — easing concerns, gathering feedback and shaping a better path forward that people can get behind.

  • We help you see what’s working, what’s not and what to do next — with simple tools and clear insights.

Not all change is created equal.

Some changes need a memo. Others need a movement. Don’t throw the kitchen sink at a simple fix or underestimate what’ll rattle your people.

  • 1. Low impact

    Sometimes, change is more of a nudge than a disruption. Think interface updates, policy tweaks or small upgrades that don’t require training. What you need here is clarity — a clear heads-up, maybe a quick FAQ — then business as usual.

  • 2. Moderate impact

    This is where things start to shift. Maybe you’re rolling out a new tool, reworking processes or shuffling team structures. People will notice, and it’ll affect their day-to-day. You’ll need clear communication, targeted training and support that keeps folks from getting stuck.

  • 3. High impact

    Big. Messy. Transformational. These are the shifts that change how people work, think or show up — like a system overhaul, reorg or culture reset. This kind of change needs full-on strategy, leadership alignment and serious support to avoid chaos and drive adoption.

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Need specialized change support?

We’re here for the niche stuff, the tough stuff and the “where do we even start?” stuff.

Organizational design support

Clearing up who does what, reshaping teams and sorting out new roles so everyone knows where they fit.

Change metrics and reporting

Easy-to-understand dashboards and quick pulse checks that show what’s working, what’s not and what still trips people up.

Agile change management

We roll with your sprints and ceremonies, coaching your teams to handle change step-by-step — no surprises.

M&A or restructuring transitions

Helping you blend cultures, line up messaging and ease the uncertainty when big changes hit hard.

Technology-specific changes

Hands-on support for big tools like SAP, Salesforce, Microsoft 365 and security upgrades — so your team actually uses them.

Fractional and advisory support

We’re here for what you need: a change lead in your corner, coaching for your execs, a health check on your plan or a workshop to get everyone aligned.

 FAQs: change management strategy

  • We start by understanding your business, your people and how change usually lands. Then we adjust the plan — by scale, speed and what will actually work for your team. It also doesn’t hurt that we’ve personally worked in many industries: oil and gas, construction, home services, manufacturing, banking, technology, retail and more.

  • Yes, and we work alongside them. While your project management team builds the project, we focus on getting people on board. We align messaging, ease resistance and help your people come along for the ride.

  • Not even close. Communication is critical, but it’s only one piece of the puzzle. Change management also includes training, getting leaders and teams aligned, handling pushback, coaching leaders and making sure the change actually sticks.

  • As early as possible. Change works best when it’s part of the plan from the start — but we’re also experts at stepping in mid-project to get things back on track.

  • If it changes how people work, we’re in. That includes tech rollouts, org restructures, culture shifts, shared services and more. If you need help with something and you’re not sure we offer it, just ask.

  • We look at how well people adopt the change and how they feel about it. For example, have they followed a new process, or are they stuck in old habits? Are they happy with it? How is it impacting their day-to-day? We work with you to set simple, meaningful measures and track progress along the way.

  • It depends on how big and complex the change is. It can be a few weeks or over a year. We’ll establish that in our early conversations with you.

  • Absolutely. We often partner with internal teams to add structure, perspective and extra hands — while helping build your team’s skills for future change.

  • You bet. We lead workshops, create playbooks and coach leaders and change agents to help you keep driving change long after we leave.

Let’s talk.

Change doesn’t start with a plan. It starts with a conversation.

Insights from the front lines