Heritage Healthcare
I configured recruitment workspaces and supported staff with demonstrations and guidance. The platform was adopted by 16 of 20 franchises in the rollout.
Read case studyChange Implementation & Adoption
Help your team put change into practice.
Staff development is part of making a change work. I involve the people affected, prepare a realistic rollout and give them guidance and a workshop to work through the new process. Managers receive clear responsibilities for following it up.
A useful starting point
Does this sound like your business?
I can use the first conversation to check where the issue sits and what would help.
- A new system is ready but staff need help using it.
- Branches interpret the same process in different ways.
- A previous rollout left unclear responsibilities or unanswered questions.
The agreed output
What you receive
One defined change initiative, a practical rollout plan and one remote staff workshop.
- A review of the people and roles affected by the change.
- A rollout plan with responsibilities, dependencies and checkpoints.
- Guidance for the agreed process and one remote staff workshop.
- A way to collect feedback and review adoption with your team.
The work
From the current process to a practical next step.
Check readiness
Discuss the change with those affected and identify the support they need.
Plan the rollout
Agree communications, training, responsibilities and a sequence of activities.
Support the team
Run the agreed workshop and prepare a handover for managers.
Scope and responsibilities
The starting package covers one initiative and one remote workshop. Extended delivery support, additional training sessions or a multi-site rollout require an agreed extension.
Work in practice
See the work and results.
Related work from previous roles, with its results and context.
Practical answers
A few practical questions
Can you join a project that is already underway?
Yes. I can start with a review of the current plan, the difficulties staff report and the decisions still needed.
Who owns the change after the engagement?
I agree an internal owner with you during scoping and involve them in the work. The handover includes agreed actions, guidance and review points.
A sensible place to begin
What’s getting in the way of your business?
Tell me where the work is getting stuck. We’ll discuss what needs attention and whether there is a useful next step.
- What is happening in your business
- Where it is getting stuck
- Whether I can help
Book a free 20-minute callI’ll confirm a time with you by email.