Managing Change
The change champions have been a great success in building engagement within the SC. Nine Feet Tall has played a central role in building change capability and supporting the team through the change.
Pablo Rivas
COO,
Alliance Healthcare UK
Empower your organisation to thrive
People are the key differentiator when it comes to change and businesses need to ensure they recruit, invest in and retain talent. Addressing the human side of landing projects well and making change stick is critical. We help clients to prepare for, enable and adopt change to make their transformation journey smooth and positive.
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Of major change projects fail to deliver forecasted benefits (McKinsey)
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Of executives feel their organisations possess the skills needed to effectively deliver transformational change (MooncampHQ)
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Of leaders are unable to assess whether recent change efforts have been successful
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Of people would prefer their role and responsibilities to remain the same (Signavio)
Deliver change that sticks
At Nine Feet Tall we know what it takes to succeed at large-scale transformation. We have vast experience in delivering complex projects which require changes to technology, people and processes.
A strong approach to Change Management and Change Leadership can be the difference between a successful outcome and missed benefits. If you have a grand transformation plans, need cultural change or Organisational Design support, Nine Feet Tall can help.
How We Can Help You
We provide a refreshing approach to Change Management which is people-focused and based on over 20 years experience. Our proven approach to managing change combines robust frameworks like the ADKAR model and Kotter’s eight steps with clear communication, practical tools, and tailored support. Our team has a broad range of skills and knowledge brought together with a conviction and energy
to deliver measurable results for our clients. We know that a successful change isn’t just about new systems; it’s about aligning your teams, minimising disruption, and securing lasting adoption.
Flexible Resource Model
People and Change
Control and Governance
Independent Advice
Project Acceleration
The Little Book of Change Management
Whether it’s a new strategy, technology, or way of working, change isn’t just about implementing something new… it is about making it stick, ensuring people embrace it, and driving real results.
Latest Thoughts
Frequently Asked Questions
Business readiness focuses on the organisation’s overall preparedness, ensuring systems, processes, and people are ready to adopt the change. Change management focuses on managing how people individually and collectively embrace and sustain the change, helping to minimise resistance and encourage adoption.
Without an aerial and impartial view of an organisation, it’s nearly impossible to detect where and when culture is created and maintained, or how to change it. Changing just one or two aspects of organisational culture won’t create lasting change. Neither will an entirely top-down approach – it’s vital to get buy-in throughout the organisation if you want your culture change to be successful. This means really listening to your staff and stakeholders. Many companies run headfirst into changing their organisational culture without proper preparation, expertise or planning. This creates tension, alienates staff, and is often ineffective.
Culture is a culmination of a hundred different aspects that make up why a group of people behave how they do: from rituals to unspoken rules, to the attitudes and behaviours adapted regularly within your company. When you’re a part of that culture, it’s very difficult to label the various elements working together to build it and it is hard to see the bigger picture. An organisational culture is something that is deeply embedded with so many different elements, it is therefore extremely difficult to change. A single-fix change may work for a very short period of time, but people will quickly revert back to old ways of working. Changing a culture is a complex and large-scale undertaking that needs to be planned and executed over time to deliver gradual and lasting results.
Leadership should be active supporters and take ownership of how changes associated with the system will land in their areas of control. They should role model changes and communicate the overarching vision to their teams and most importantly they should hold the line when bumps in the road appear!
Simply put, a change management process are the steps and associated tools and methods used to encourage someone to think, feel or do something differently to what they do currently.
Need advice on a specific Change Management issue?
Get in touch with one of our consultants for a free 1:1 consultation.
