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Change management is simply the practice of careful planning and implementation of managing the people impacts of change.

Think of it as the people side of change - so if a project manager is responsible for the budget, scope and technical delivery, a change manager is responsible for the people impacts of the change.

The key purpose of change management is to transition people through the change quickly and seamlessly so they can begin new ways of working as soon as possible.

The benefit is in delivering the change itself!

Unfortunately history tells us that unless you are deliberately and specifically focused on the the people side of change, you are not going to reach the return on investment you planned for.

The fact is that people are complex and unpredictable creatures (this is what makes us brilliant), who also don't naturally like change.

By dedicating specific expertise to managing the people impacts of change, you are much more likely to transition through a period of uncertainty and resistance more quickly, and have people engaged in new work sooner and more productively.

Yes, there are a quite few actually. Many practitioners use ADKAR as the major backbone of their change delivery (us included).

However, organisations, like people, are all different, so as change practitioners we have become very good at adapting and responding to the unique needs of companies and individuals. We also like to keep things simple - and every change is different, so the approach needs to fit the particulars of the project.

At We Do Change we are flexible in our approach, and will design a change strategy with built-in change experiments (like piloting) to make sure implementation remains on-track and aligned with the change goals.

As a discipline, change management is flexible and adaptable (it has to be - we're dealing with people!).

We follow the standard project management phases (like initiating, planning, executing, controlling, and closing) but we use methods which work with, and for, human beings.

A change approach will de designed according to the goals of the change, the organisational context, and the project delivery method.

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This means we can work with any kind of project methodology - be it Agile, SCRUM, waterfall, hybrid, or something specific to your business.

Ehhhhhh.... the short answer is maybe, but you're asking for trouble. That's the old way of rolling out change, which rarely delivered on the benefits promised. Forcing people to change is usually met with resistance, delays and disengagement.

At We Do Change we think if you want your people to be uncomfortable, to step into the unknown, and to trust you, then you need to set them up for sustained success - and this means understanding their drivers, motivations and, often when it comes to change, fears.

When you can bring people on a journey that engages, inspires and includes them, and which actively addresses points of resistance, they're much more likely to succeed.

Now don't tell ANYONE, but the secret to the perfect sausage roll, whether it's meat or plant-based, is to include tomato sauce and cheese IN the filling.

There is another secret, but that one stays with us until we get to celebrate change success together (the final and most critical step of any change project)!