Tammy Sturge

Learn how you can tap into your existing people leader abilities and the most important thing you can do for your team during times of transition.

Over hundreds of change management projects, here are the practical techniques we’ve identified to dig out buried benefits and help the weakest WIIFM shine.

What is it for? We’re all familiar with the phrase “form follows function” in architectural design, and it holds just as true for organizational design. It refers to the popular principal that form or structure should be determined by function or purpose. When organizations implement change, it often exposes the need to change functions, including

What is it for? Whatever change your organization is facing, whether it’s a process, structural, or technology change, or something else, the most difficult component is not implementing the change itself – it’s managing how the people in your organization adopt, support and assimilate the change. That’s where a good communication and engagement plan comes

What is it for? Changing behaviours is often easier said than done. Leaders know that change of any kind – from an increase in a manager’s effectiveness to the implementation of a new technology – only happens as a result of meaningful and sustained change in individual and group behaviour. But how do you foster

According to a recent report, the companies that are most effective at change management are also 4.51 times more likely to involve change and internal communication professionals in the earliest planning stages. A new tech rollout or ERP implementation marks a huge change for any company, and that change needs to be managed in order