Our clients span private and public sector organisations in the UK, Norway, Germany and beyond. We consult extensively on change management and help structure and guide projects in leadership coaching and development, cultural reshaping and reinforcement, digital culture change, communication and engagement, training and strategic direction.
We supported Sykes’ 2020 annual European team conference with pre-conference survey, keynote on ‘what brings a positive advantage in our changing world’, digital workshop using gamification and high energy, well-being sessions.
It has been a pleasure working with Lindsey and her team! The team built an excellent blended solution for SYKES that met the brief exactly – it kept our senior and tenured group engaged and energised.
Change Corp worked hard at understanding the SYKES perspective and business, and therefore their solution hit the mark with the audience. I found them easy to work with, completely flexible to our requests but also very comfortable to brainstorm ideas and make great suggestions.
Director, L&D, EMEA
A key outcome of the change management awareness training held for the Google leadership and sales team in Norway and in Germany was enabling the teams to become even better change consultants for their clients. Key achievements: Design and delivery of a consulting skills programme based around a ‘real’ customer case-study.
The training delivered unique tools, proven methodology and valuable insights we could use immediately following the training. I can recommend this training to any company that is going through changes or needs to improve their results.
CEO Google Norway
I worked with Change Corp on two initiatives. Firstly, we wanted to elevate the change management skills of the German branding leadership team to mentor our clients through transformational digital projects. Change Corp delivered a 2-day change management programme using a case study based on one of our clients that gave us pragmatic skills that we could immediately utilise.
Secondly, Lindsey Agness, CEO of Change Corp, worked as my coach asking challenging and thought provoking questions to ensure I had a clear vision for my future at Google and to maximise my potential. I am now working for Google in London in a new role.
Change Corp was engaged by the CEO and founder of Pearl Group to find out key areas of improvement that had come out of The Great Place to Work survey, to strengthen the culture and team spirit as well as developing their team leaders to succeed in their roles as people managers.
The review of the areas if improvement was done in two stages, focus groups and a selection of interviews. We conducted 16 focus groups and 11 interviews with team leaders and senior managers. After presenting the findings to the leadership team we delivered a 2 day training for all team leaders from various countries and we embedded and made the learnings sustainable by ending the program with a 6 month coaching program for each team leader.
Working with Town Council on the change management aspects of a large-scale property review including the introduction of flexible working. Key achievements: Developed an implementation plan for the engagement approach from 2017 – 2020 which includes communications strategy & plan, stakeholder engagement, senior leadership coaching, IT training, training in flexible working for managers & process reviews. Deployed a staff engagement survey which resulted in a behaviours framework being developed for the organisation with the survey to be repeated later this year.
I have worked with The Change Corporation on several occasions; they bring innovative results focused solutions to managing change and delivering improvement. They are creative thinkers with the ability to work with senior leaders, energising and enthusing them to develop higher performing teams.
Develop & implement a behaviours framework to drive improved performance. Also, to make recommendations about how to embed the new behaviours into the organisation. We also expect to undertake the implementation work. Key achievements: Behaviours framework and set of recommendations to embed these into the organisation.
UMS had culture challenges and wanted to improve communications across 7 countries. We worked with the top management team to design a measurement methodology and rolled out a survey to all employees. The survey was well received by employees and provided the top leadership with insights they could use to improve communication and employee engagement in their organisation.
Conducting an organisational review during May 2015 that reported to Monitor and now implementing several learning and development initiatives within the Trust. Key achievements to date: Design and delivery of career development and interview skills workshops. Early 2015, will be designing elements of a leadership development programme for clinical staff.
We worked with the senior leadership team of a large unitary authority over a 2-year period. We kicked started the process with a personal assessment of each leader as well as the allocation of a coach. We then designed targeted learning inputs every 3 months covering ‘Managing Self’, ‘Managing Others’ and ‘Managing the Organisation’. These were very challenging sessions designed to turn an essentially ‘avoidance culture’ into one where honesty, trust, openness and collaboration were the norm. In between each taught session, the leaders received monthly coaching and were each put into a Mastermind group to discuss common issues. In an organisation where budget cuts had become an everyday challenge, the leadership development process enabled the group to collaborate more effectively and challenge each other to create wide ranging efficiencies.
We worked with an organisation struggling to understand the high levels of stress and sickness in their largest department. We undertook a survey as well as focus groups and interviews to understand what was really going on. The survey revealed a leadership style focused on task and delivery that paid little account to staff well-being and development. We reported to the Board about our discoveries and made a series of recommendations. Our recommendations included:
- Cascade of leadership development interventions from the senior management team to team leader level
- Coaches for senior staff to help embed learning
- Defining new values and behaviours
- End to end review of HR policies and procedures
- Code of conduct for managers to help them deal with mental health issues
- Improve staff communications
- Review of certain work processes
After a year of intense action, we re-ran the same survey. There was measurable improvement against 69% of all areas and 75% of staff agreed that the culture and staff engagement levels had improved.
I felt like I was under water and unable to breathe. The Change Corporation came along and were my oxygen tank.
An expert team that developed a great rapport and programme that has already made a significant difference in our people skills to the benefit of our teams.
Head of Service