The need for change continues to be a major focus for organisations and the cycle of change continues to gain pace. Yet the poor track record of organisations in successfully implementing change is well documented, as are the significant and common reasons for failure. 

This tension between the importance of change and the significant risk of change failure explains why change leadership is a critical aspect of our leadership development programmes and something that we support clients with as a stand alone service. 

Typically, lack of stakeholder engagement and alignment cause change initiatives to fail – whether ‘top-down’ planned change or ‘bottom-up’ emergent change. OPDC guides change leaders in engaging and aligning stakeholders so that they understand, support and ultimately adopt new ways of working, new structures and new responsibilities. To achieve this we use a proprietary approach, built on well-regarded research, to engage stakeholders and create a change leadership plan. 

We help clients significantly improve the likelihood of success from their change initiatives by running intensive ‘change readiness’ workshops with change leaders and business stakeholders prior to initiation of change programmes. This work puts a significant focus on the people that will be affected by the change and surfaces potential reasons for resistance, the nature of resistance and (SMART) tactics to ensure that people come on the change journey willingly. Our people focus is far beyond that included in traditional change management processes and covers import foundations to successful change including: