We are impact - driven change navigators

We'll help you navigate organisational change with agility, clarity, and confidence. We are passionate professionals who partner with you to inspire your people, navigate your journey, and lead you to achieve your goals as an innovative and resilient organisation.

We are fascinated by the possibilities which arise through periods of change. Let us work together to unlock the potential in your team!

Our unique approach blends the technical and human components of purposeful change and transformation, taking into account the unique culture, values, and goals of each organisation. We work closely with you to co-create tailored solutions that address your specific needs and challenges.


3 Steps to success

Our tailored solutions

Developing
transformation journeys

We help your organisation create a collective purpose that inspires and achieves tangible ROI.

Engaging the heart,
changing behaviours

We inspire positive organisational attitudes and behaviours through emotionally engaging initiatives overcoming inherent resistance to change.

Reinforcing the
benefits of realisation

By creating a positive environment for all stakeholders, we empower clients to be resilient to change by equipping them with the tools to manage future change initiatives.

More about our Process

Companies that have experienced our transformative change management


Our services

Transformation areas

Digital Transformations

By addressing both the human and technological aspects of change, we'll help unlock the full potential of new technologies and strategies.

Office
Relocations

Change management ensures a seamless office relocation with minimal disruptions, fostering employee understanding
and buy-in.

Organisational & Cultural Change

We will help unlock the full potential of your workforce, foster a positive and resilient workforce, and drive sustainable success during times of change.

Compliance Programmes

We'll help your organisation comply with regulations and promote ethical behaviour, transparency, and accountability to build trust and reduce risk.

More about our Services
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Their knowledge of human and organisational behaviour was excellent compared to previous suppliers. We believe that it is the knowledge and creativity of Change Agility that has resulted in impressive results.

Keabetswe Mpane

Head of Logistics and Distribution:
Transnet Engineering 

 Trends & Insights

By Hanlie Krause September 13, 2022
We kicked off this Woman’s month with the hot topic of the year – Resilience!
By Hanlie Krause September 13, 2022
Over the past 18 months, we have been bravely navigating the new normal, and one topic keeps raising its head in almost every engagement we have – staying resilient. We thought it might be worth exploring to keep exploring this topic a little more, with a focus on organisational resilience in this article. Every great global transformation came from a big push – and although this pandemic is rather extreme, it is a push nonetheless to reimagine the world we live in. It just shows us how adaptive and remarkable we truly are as people. It gives us great insight into how adversity pushes us to quickly transition from the very world we have created, know and love – into something quite remarkable. And at an organisational level, it becomes even more interesting. We’re complex enough as individuals, group dynamics present an interesting challenge for any transition. A Quick Recap on Resilience If you’ve been missing out on our resilience articles, then you need to do yourself a huge favour and check them out! In brief, resilience is “the capacity to recover quickly from difficulties, toughness”. It concerns our ability to remain optimistic, forward-moving and courageous in the face of adversity. Simply put, our ability to adapt and thrive in the presence of change can be considered resilience. Resilience at Organisational Level Being that we’re all susceptible to bouts of change, whether predictable or not, it’s safe to say that businesses and even entire industries also have to deal with the same thing. Businesses are then required to identify and develop their own form of cultures and behaviours supporting those cultures, enabling them to deal with the challenges that come with an unforeseeable and unpredictable future. And as we inch closer towards the unknown, it’s good to know what resilience means for the well-being of any given organisation. Change at an organisational level is a group event, however, we have learnt that it always boils down to the individual experience within the event. This means there is something organisations can do to control the ”event” to minimize negative experiences at the individual level! So – can we expect groups to move in a unified way of being at the organisational level during uncertain times? Absolutely! It has been done before and the same can be done in developing an organisation that encourages, celebrates and enables resilient individuals to thrive. According to a report by Professor David Denyer, a Director of Research at Cranfield University, organisational resilience can be defined as , “the ability of an organization to anticipate, prepare for, respond and adapt to incremental change and sudden disruptions in order to survive and prosper”. How Does Organisational Resilience Work? Denyer points out that organisational resilience can be split into “two core drivers” that businesses focus on when looking at dealing with change. These drivers are either defensive or progressive in nature. That is, either: Taking action to prevent negative outcomes (focus on the bad); Or Actively seeking to create positive outcomes during events of crisis, disaster or disruption (focus on the good). A report released by MDPI also reveals that researchers have found two key attributes that make up resilience – namely its static and dynamic nature. “Static resilience is mostly based on preparedness and preventive measures to minimize threats in terms of probability of occurrence and potential impact, while dynamic resilience is more focused on the effective management of accidents and unforeseen events to shorten unfavourable aftermaths and maximize the organization’s speed of recovery”. Being resilient at an organisational level means having the ability to prepare for, adapt to and thrive in any circumstance both in processes and in people. It Also Means Having Solid and Well-Planned Structures in Place To foster a resilient workforce, you need to have certain structures in place. In our experience, there are key motivators and factors that play a large role in forming a healthy, balanced environment to encourage resilience. Here are some questions to help you assess if your organisation has structures in place to foster a resilient workforce: Do you regularly communicate your organisation’s high-level vision, with a roadmap of short, medium and long-term goals? In other words, does your workforce know where you are going? Do you value employee mental wellness, do you have measures in place to support employees at all levels? Do you take notice of workplace stressors? Are you actively engaging employees to develop solutions for this, and increase productivity? Do you invest in employee personal development? Do you have your finger on the pulse, are you constantly checking in on your employees, what they are talking about and shifts that are taking place? Do you encourage conversations with employees, and do you provide a safe environment to engage? Resilient employees are able to manage stress effectively so it is not overwhelming and detrimental (Davis Laak, 2014). Employees that actively engage in self-care and that nurture themselves after a stressful incident, however minor, tend to avoid ‘burnout’ far better. Organisations that provide environments that enable and encourage these traits and behaviours are more likely to have more resilient employees. If you’re going through any changes or planning on making any – we can make a positive and lasting difference .
By Hanlie Krause September 8, 2022
It was Dan Brown who said that the human mind has a primitive ego defense mechanism that negates all realities that produce too much stress for the brain to handle. It’s called Denial.

Why our clients value us

  • Agile & Adaptable

    Agility & Adaptability are the key qualities of our consultancy. Whether it's a new project or a change management process that went wrong, we move swiftly and strategically to handle briefs of any size.

  • Expert & Experienced Consultants

    It is the expertise and experience of our consultants that drive impact and results in our client’s organisations. We strive to build and maintain long term relationships with our consultants.

  • Proven Methodology

    Proven methodology and quality systems are the foundation on which we build our solutions. We co-create solutions with clients as partners; and then guide the process to ensure they translate seamlessly into everyday activities.

  • Full Transparency

    Transparency builds trust, which is why we show progression through the change process using

    on-demand data and analytics.

  • Agile & Adaptable

    Agility & Adaptability are the key qualities of our consultancy. Whether it's a new project or a change management process that went wrong, we move swiftly and strategically to handle briefs of any size.

  • Expert & Experienced Consultants

    It is the expertise and experience of our consultants that drive impact and results in our client’s organisations. We strive to build and maintain long term relationships with our consultants.

  • Proven Methodology

    Proven methodology and quality systems are the foundation on which we build our solutions. We co-create solutions with clients as partners; and then guide the process to ensure they translate seamlessly into everyday activities.

  • Full Transparency

    Transparency builds trust, which is why we show progression through the change process using

    on-demand data and analytics.

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