What we do
When people have been doing things the same way for long periods of time they become ‘grooved’ and often find it tough to change. Neuroscience tells us that change is a metabolically expensive activity.
Change management programmes make sure the desired changes are well defined and engage people at every level to ensure whole communities get onboard with the planned change.
We deliver change management programmes to support your business and workplace objectives, foster a culture of collaboration and productivity and equip your people for their transition to a digital workplace experience.
We have developed an innovative toolkit for facilitating interactive and deeply engaging workshops, where science-based insights and actionable strategies meet individual, group and organisational needs.
These workshops allow every stakeholder to be heard, enhancing their adoption, engagement with and support for the change. Our interactive workshops and conversations empower stakeholders to feel that they are part of the solution.
We use these sessions to uncover key challenges and opportunities that can lead to a shared vision for success. Our process acknowledges people’s fear and resistance, creating an environment in which all voices can be heard.
Why AWA
During every change management process, we make sure we remind ourselves of the following guiding principles:
- Resistance is normal and natural
- Transitioning to new habits requires deep engagement with every person in the organisation
- People need to understand the change rationally before they can see what’s in it for them and engage emotionally
- Everyone is different (history, personality, personal needs, lifestyle ) and we respect everyone’s need to engage on their own terms at a time that suits them
- Our process takes everyone on a journey to enable them to see and embrace the change and sustain it through time
Change management vs. communications
Change management and communications can often be confused.
Change management begins the minute we initiate our collaboration – it is part of our conversations and how we facilitate our work. It is not a separate activity that comes later in the project.
Communications is one of the most important elements of the change management framework and takes place at strategic milestones or intervals throughout the lifecycle of the project.
Communications often functions as a one-way, outgoing information distribution system to inform, update and ensure consistent, clear access to information across an organisation.
Change management, on the other hand, is a two-way engagement that delivers a joined-up user experience, creating shared understanding, identifying new behaviors, establishing ownership and allowing all participants to lead, facilitate the process and learn by doing.
Behaviour change
Adopting new habits requires engaging with every person in the organisation. We help people understand the change rationally before they can see what’s in it for them and engage emotionally. Learn more about our approach to behaviour change.