What we do < strategic change / internal communications
Change management has been a big buzz word since the mid 1990s when it seemed that everybody thought they had to have a trendy change programme. The problem was that change was implemented for change's sake, without real consideration for why the change was taking place or what the intended outcome would be.

Strategic change is still an important function within business, but we still hear that people are afraid of change, reluctant to change and sometimes just simply do not comply with strategic change objectives.

Interestingly, the difficulties hardly ever seem to be attributed to a lack of confidence or credibility in the change programme itself. The hurdles that change programmes need to clear are often people grumbling to another about how the new system won't work..

Change is about doing things differently; to put into place new systems and procedures in order to create efficiencies and better practice in the business. Who would be against that?

An essential part of strategic change is internal communications and engagement; to consult with people, take an interest in their views and involve them in the process.

Our experience is that this collaborative and consultative approach to change management helps to alleviate implementation problems and actually strengthens the company / employee relationship.