Change adoption programme

Who this is for

Operations directors, service managers, and HR business partners who have approved a new procedure — for example a revised handover checklist, incident escalation route, or scheduling rule — and can already see that teams are improvising around it.

Result you should expect

By the end of the programme, line managers can explain the change in their own words, early adoption can be observed in real shifts or meetings, and leadership has a clear picture of what still needs adjustment rather than a folder of unread slide decks.

What is included

• Kick-off with the commissioning sponsor to define the process in scope and the teams affected
• On-site listening sessions with supervisors and frontline staff before any coaching begins
• A friction map that separates workload conflicts, unclear ownership, and habit-based resistance
• Two manager coaching clinics with scripts and check moments they can reuse
• A practical rollout calendar with owners, review dates, and escalation paths
• Mid-point and closing reviews with qualitative notes from the floor

What is excluded

• Redesigning the underlying process from scratch (we can recommend when a redesign is needed first)
• Soft skills training unrelated to the named change
• Software configuration or system implementation work

How we work

1. Discovery week — confirm scope, constraints, and who must be in the room.
2. Floor time — shadow the work where the process will live.
3. Manager equipping — coach the people who will answer awkward questions day to day.
4. Supported rollout — stay close for the first cycles of use, then review and tighten.

Preparation we ask of you

Provide the written process (even if imperfect), a list of managers and teams involved, and access to observe one or two real working sessions. Nominate a single sponsor who can clear diaries when needed.

Next step

Request a discovery call and tell us which process is stuck between announcement and habit. We reply within two working days.