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H4Change Management

H4Change provides change management support to organisations undergoing people, process or programme business transformations.  


Programme leaders often underestimate the disruption, resistance and uncertainty and anxiety of change.  


I help clients to realise their benefits, overcome change resistance, protect their reputation through stakeholder buy in, employee engagement and adoption. 

JUMP TO...

Your Challenges >


Solutions >


H4Change Services >


Why H4Change >

EXPERTISE

H4CHANGE FORTE

  • Establishing client facing change management frameworks or services
  • Building change centres of excellence for non change managers
  • Planning, coordinating & assuring effective transformation 
  • Increasing employee engagement
  • Leading your workplace transformation programmes
  • Aligning change management with project management
  • Coaching individual leaders through change
  • Workshop facilitation


H4CHANGE FOCUS

  • Realizing Benefits - Defining the Vision and mapping your ROI 
  • Engagement - stakeholder consultation, management and interfaces
  • Adoption - understanding how to improve buy-in for change certainty 
  • Culture & Capability - leading both hard and soft people skill change
  • Help others succeed - coaching teams to enable emergent change 

EXPERIENCE

Establishing or adapting

  • Change Management Centre of Excellence
  • Performance led PMOs
  • Asset Management Operating Models
  • Agile Workplace implementation
  • Changed Governance / Portfolio Reporting
  • Increased Employee Engagement Supply Change Collaboration

Case Studies (COMING SOON)

Your challenges

Are your project leaders underestimating people change?

Are your project leaders underestimating people change?

Are your project leaders underestimating people change?

“If you can't explain it to a six year old, you don't understand it yourself.” 

- Albert Einstein


"If I had more time I would have written a shorter letter" 

- Mark Twain


Managing change involves moving an organisation or group of people from the current setup to a new (preferably optimized) state. 


Project leaders often believe their teams ar

“If you can't explain it to a six year old, you don't understand it yourself.” 

- Albert Einstein


"If I had more time I would have written a shorter letter" 

- Mark Twain


Managing change involves moving an organisation or group of people from the current setup to a new (preferably optimized) state. 


Project leaders often believe their teams are comfortable with ambiguity as they are familiar with creating new or changed outputs. Failing to consider whether staff are conforming or choosing to adopt new practices can kick conflict or output rejection down the line.  


Effectively managing change involves engaging with the engagers, providing user familiarisation time, pilot projects, barrier identification, acknowledging extra effort is needed, and providing employee briefings beyond written summaries, town hall presentations or management cascade bullet lists. 


Enabling managers to fully understand the change, confidently explain the impacts and benefits and empathize with their teams will empower your change.

Are your project and change efforts working in silos ?

Are your project leaders underestimating people change?

Are your project leaders underestimating people change?

"Design is not just what it looks and feels like, Design is how it works" 

- Steve Jobs


Managing Change means dealing with ambiguity but also focusing delivery teams on unity - of the outputs and with each other - as the end state may be undefined at the outset.  


Business change can involve changes to operating models (organisation, busines

"Design is not just what it looks and feels like, Design is how it works" 

- Steve Jobs


Managing Change means dealing with ambiguity but also focusing delivery teams on unity - of the outputs and with each other - as the end state may be undefined at the outset.  


Business change can involve changes to operating models (organisation, business, team or governing structures), adopting new work practices (technology, process, procedures); or people (rewards, capabilities, culture, team values) but who is assuring how they fit together? 


Programmes can overlook dependencies between systems and how changing one element impacts another. Having an integrated team  clear scope and governance for change as dependencies arise will equip your business case to support through emerging change.      


Balancing the effort of change means keeping your eye on the change's drivers and a clear governance structure for identifying and dealing with emerging scope. Avoiding silo working, managing tranche and project interfaces and integrating teams through collaborative leadership helps prevent new news emerging when testing final solutions.

Are your Change Agents dismissing resistance?

Is your change team getting lost down the rabbit hole?

Is your change team getting lost down the rabbit hole?

One person's rebel is another's freedom fighter


Change impacts individuals differently based on their values, beliefs, safety in the current setting, personal situation, learning aptitude and capabilities. That also includes your Change Agents. Change resistors shouldn't be dismissed as only conscientious objectors. 


Ignoring key stakeholde

One person's rebel is another's freedom fighter


Change impacts individuals differently based on their values, beliefs, safety in the current setting, personal situation, learning aptitude and capabilities. That also includes your Change Agents. Change resistors shouldn't be dismissed as only conscientious objectors. 


Ignoring key stakeholders can mean potential solutions are overlooked and overly focusing on outputs can alienate users. 


Effective Change Management provides a focus on the human factors. It's not about agreement but alignment. Align stakeholders and users with change by understanding their obstacles and helping to overcome them. 


Successful change means teams are ready and willing and able to move to a new normal by  helping you resolve what may get in the way. 

Is your change team getting lost down the rabbit hole?

Is your change team getting lost down the rabbit hole?

Is your change team getting lost down the rabbit hole?

“It always seems impossible until it's done.” - Nelson Mandela


Has gathering feedback lost the drivers for change? Is consultation introducing scope creep outside your business case?


Project Managers can get lost in ambiguity, and Change Managers can get lost in consultation. It takes both HARD and SOFT management skills to make change stic

“It always seems impossible until it's done.” - Nelson Mandela


Has gathering feedback lost the drivers for change? Is consultation introducing scope creep outside your business case?


Project Managers can get lost in ambiguity, and Change Managers can get lost in consultation. It takes both HARD and SOFT management skills to make change stick.    


 Balancing the effort of change means keeping your eye on the end goal as well as the journey and mapping the journey. H4Change can help by providing frameworks, stage gates and transparency to your change journey to keep teams on track.


Effectively managing change requires clear roadmaps, defined outputs,  a focus on people and functional capabilities,  real-time testing and willing to take challenging feedback from trusted working groups.   

H4Change Solutions

NAVIGATE CHANGE

Change doesn't need to feel overwhelming. 

Providing structure to the known scope of change with strategies for the soft leadership (stakeholder, communications, engagement and adoption) will provide a framework to navigate uncertainty.   


H4change provides a framework to REACH your teams:


R - REALISING BENEFITS 

of your desired future state


E - ENGAGING YOUR STAKEHOLDERS

Communication that aids understanding change drivers and stakeholder mapping to align expectations 


A - ADOPTION  

Buy in encouraged through policy, incentives & rewards


C - CULTURE & CAPABILITY 

Training focused on users confidently applying learning


H - HOLISTIC MANAGEMENT

Integrated delivery that designs, implements and monitors change beyond Go LIve to Continuous Improvement 

FOCUSING CHANGE

Years of experience consulting across sectors, industries and change programmes means H4Change can flex to provide target operating models that reflect your vision.


H4Change can help you:

~ DESIGN YOUR FUTURE STATE ~ 

- People, Partners and Places -

- Processes and Performance - 

- Systems & Capability -  

- Structure and controls -


~ IMPLEMENT INDUSTRY BEST PRACTICE ~

Provide project and procurement expertise to appoint and manage SME's and supply partners


~ CHANGE FROM WITHIN ~

Coach your internal working groups to translate your vision into practical solutions for implementation


~ SET REALISTIC TARGETS ~

Facilitate your leadership team to set realistic goals based on performance gap and change impact analysis


~ BUILD IT BOTTOM UP~ 

Consult your teams to improve engagement and identify roadblock solutions to adoption.

STUSTAINABLE CHANGE

Not all change initiatives required dedicated change management resource. Some initiatives can be executed by existing managers if given the right support, from ad-hoc expertise or building your change capability. 


H4change increases organisational change maturity by:


INCREASING INDIVIDUAL CAPABILITY

  • Coaching leaders to implement localised change 
  • Expand change capability through training 'Lite'
  • Managing resistance through real world examples 
  • Consistent change competencies for assessment 


BUILDING YOUR CHANGE FUNCTION

  • Shared best practice through Centre of Excellence
  • Recruiting & leading change communities
  • Oversight of change project / team performance
  • Quick access tools in shared knowledge library
  • Knowledge shared through best practice / lessons 
  • Issues overcome by collective problem solving


ASSURING ORGANISATIONAL CHANGE

  • Transparent assurance for investment regulators 
  • Benefits optimised & tracked across portfolios 
  • Performance monitored, managed and governed
  • Compounded change fatigue limited by audience 

SCALE YOUR CHANGE RISK

Change can sometimes fail for taking on too much. 

Change Management initiatives are not a one size fits all. 


The context, extent and reach of your change will influence how it is best delivered and indicate likelihood of success. A scaled approach with clear scope boundaries will enable the cost of change to be clearly understood at each phase. Close risk management of emerging issues or changed context / drivers can prevent: over engineered solutions; unexpected failure cancelled programmes; accelerating costs; ineffective change or reputational risk. 


H4change can help you to: 

  • categorise your change early based on complexity   
  • prevent scope creep by setting clear remit boundaries for your initiative change 
  • scale your resource to meet expected demand
  • reduce risk by monitoring changing context 
  • prioritise sponsor decision making through transparent governance  
  • manage conflicting stakeholder expectations 
  • prevent redesign from late consultation. 

H4CHANGE services

Change Practice Leadership

Change Practice Leadership

Change Practice Leadership

Improving your change capability


  • Increasing collective organisational change capability
  • Benefits mapping & tracking
  • Change Portfolio governance 
  • Bespoke frameworks and change methodologies from broad sector experience
  • Change Management toolkits for in house teams
  • Integrated change tracking to avoid change fatigue
  • Change complexity analysis
  • Identifying and establishing change KPI's 
  • Change Management as a service offering
  • Raising change management awareness and best practice 
  • Change project assurance

Change Management

Change Practice Leadership

Change Practice Leadership

Delivering your business change


  • Defining strategic goals into benefits for mapping       
  • Designing your Target Operating Model / New ways of working
  • Translating benefits into project or change objectives   
  • Wealth of tools from multiple change approaches
  • Setting your change, communication, stakeholder, engagement & adoption management strategies 
  • Mobilising projects, teams, and change agents   
  • Clear top down communication content for dissemination 
  • Resistance management 
  • OD Pilot project leadership

Emerging Capability

Change Practice Leadership

Emerging Capability

Building Centres of Excellence


  • Building communities of best practice for bottom up performance improvement
  • Building and connecting regional and subject experts
  • Recruiting and training champions 
  • Tracking initiatives, celebrating wins & sharing best practice
  • Reducing internal cultural barriers to improvement
  • Enabling autonomous capability
  • Facilitating improvement workshops 
  • Tracking benefits
  • Establishing knowledge share forums 
  • Coaching your change agents  and business leaders

why h4change

FLEXIBILITY

We provide flexible solutions to support your projects, programmes and portfolio.   


Find your perfect partner  

Working as an associate but performing as your employee  


Bring in only the expertise you need 

For standalone or ad hoc deliverables   


A safe pair of hands  

Interim leadership during temporary restructures.    


Dedicated change focus 

Reducing the distraction of running change so business leads can focus on the day job 


A helping hand 

Augmenting your teams or business when you're at capacity

EMPATHETIC BUT INDEPENANT

benefits of external change management

  • EMPATHETIC - APPRECIATES  THE impact of change on your business managers and staff but impartial to  invested in the outcome
  • iMPARTIAL - Not embedded in existing cultures or the way things get done around here
  • iNTEGRATED - FAMILIAR WITH WORKING IN MATRIX AND CONSULTING LEADERSHIP ROLES
  • Independent - providing insight from the outside in 
  • Can ramp up or down based on need
  • Professionally set up - PI insurance

ADAPTABLE SKILLS

H4Change brings 20+ years experience from multiple sectors, industries and best practice techniques from a number of in house and consulting change efforts. Added to a blend of people leadership and coaching skills means your change agents and programme team will get insight on how best to optimise your approach to change.

Skills ranging across :

  • Operational Leadership,
  • Change management, 
  • Leadership Coaching,
  • Performance management,  
  • The psychology of change, engagement and resistance,
  • Client & Service Management, 
  • PMO / portfolio management, 
  • Programme & project management.

More about programme management

CULTURAL ALIGNMENT

Experienced in complex organisation structures across global and local divisions. Our success comes from unifying the vision, communicating with authenticity, role modelling behaviours and guiding managers through change.


An impartial single point of contact to improve confidence in delivery and provide continuity while stakeholders transition through change.


Translating project speak to people talk - connecting your outputs to outcomes to make sure everyone understands their role in implementing change to achieve an improved future. 


Building and earning trust by keeping stakeholders involved and expectations managed to minimise surprises.

More about Coaching

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Change Management

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Change Management

Change Management

Change Management

Managing your transformation journey

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Change Management

Consulting

Setting up your programme for success

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