Transformation
Change & Transformation
Change that lands with the people who have to live with it.
The challenge
What we usually find
- A transformation programme has a plan, a budget and a PMO, but not the organisation's belief.
- Change fatigue has set in after successive initiatives that did not stick.
- Technology or structural change is running ahead of leadership and culture.
What good looks like
Where organisations want to get to
- Leaders own the change rather than sponsoring it from a distance.
- People understand what will be different for them and why it matters.
- New ways of working become habits, not exceptions.
In practice
Making organisational change work in practice
Organisational change can begin in many places. It might involve a new strategy, a different structure, new technology, changes in roles or a fundamental shift in how the organisation needs to operate. Quite often several of these things are happening at once. Whatever starts the transformation, at some point it has to become real for the people expected to make it work.
This is where we tend to concentrate our attention. We work with senior teams to create clarity around what is changing and what that means for the organisation, while helping managers translate those changes into everyday decisions, conversations and ways of working. We are particularly interested in what happens after the initial programme activity begins to reduce, because that is often when you discover whether the organisation has genuinely changed or has simply become good at running a change programme.
How Clemorton helps
The way we work
- We work with senior teams on the leadership of change, not just the management of it.
- We build the capability of managers to lead people through uncertainty.
- We help organisations sustain change once the programme has ended.
Related insights
Thinking on this topic
Practitioner-led
Work directly with Stuart & Andy
Clemorton is led by Stuart Maddocks and Andy Clemson, who have worked together for more than 25 years. The people you speak to at the beginning remain involved in the work, bringing their own experience of leadership, strategy, transformation and growth to the challenges you are dealing with.