Making change happen

Is your workforce ready for change? Transition can create an atmosphere of change and uncertainty which can have a very negative impact on engagement and productivity. You may have a workforce facing a long period of uncertainty and change. Certainly, many Public sector organisations are facing the challenge of engaging people who are expecting transition over a significant period. Our approach seeks to help organisations be proactive in their engagement strategies to limit damage to employee trust and confidence. We help you address engagement issues as part of your change strategy to help build organisational resilience before the changes occur by supporting you in the following ways:
– Establishing an appropriate employee engagement strategy to support people through significant and disruptive change that may involve redundancy activities
РDeveloping change agents at all levels of the organisation help communicate positive reasons for change and resolve people’s concerns
– Managing change communications including ensuring coherence and consistency in messaging as well as managing feedback to ensure people are ready for change and resilient to prolonged ongoing change

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Our research around organisational relationships


We conduct regular research around developing different organisational capabilities. We have published research on behalf of the CMI and The Work Foundation. See more about our research in our Organisational Relationships research pages.

How do you respond to conflict?

There are five key modes for handling conflict. We may use each of these modes in certain circumstances but we do have a natural preferred modes when faced with unexpected conflict. Each mode has its benefits but can cause problems in inappropriate situations.
Try the assessment by clicking on the picture below to see which is your natural preferred mode.