Change Enablement Programs

The need for change is not something new.  Since time immemorial, standing still has never been an option. Great civilizations and empires have come and gone simply because they have not been able to keep up with change. There is no better example of this than the 11 “great companies” identified in Jim Collins’ seminal 2001 book Good to Great.  Since the book’s publication, the 11 companies have as a whole underperformed the stock market and one of them has even gone bankrupt.  Even great companies are not immune to failure if they do not innovate and change fast enough.

The ability to lead, drive and adapt to change has therefore become a critical competency for managers and individual contributors in organizations.  In today’s business environment, you simply cannot afford to allow your people to keep doing the same things over and over again.  Hence the purpose of the Change Enablement Programs.  We are able to support you to drive change in your organization through two programs, Change Leadership and Change Agility – for leaders and individual contributors respectively. There are not merely training workshops.  Ideally, they should be co-delivered with a manager of your organization who can provide the context of what “change” means for the company.  Better still, we can tailor the program to your specific change situation and train your managers to deliver the entire solution yourself – so that you can offer it to people in your organization in a relevant and just-in-time manner (e.g. as a series of modules over the period of change).

Change Leadership: 5 Priorities for Enablement

This program is targeted at leaders, managers and change agents who need to lead and drive organizational change.  Participants will learn to lead change by applying the 5P Change Leadership Framework.



Create a burning platform and connecting people to the underlying purpose of change.


Support people to make the transition by addressing their concerns and equipping them with skills to be effective in the new environment.


Identify, engage and partner with key stakeholders to provide mutual support during the change initiative.


Ensure work processes as well as individual roles and responsibilities are aligned to the changes that you are trying to bring about.


Define clear targets to be achieved and monitor progress to ensure that the change initiative realizes its intended objectives.


Change Agility: 5 Competencies for Resiliency

This program is targeted at individual contributors who need to quickly adapt to organizational change.  Participants will learn to be more change agile by applying the 5C Change Agility Framework.


Corporate Thinking

Change often comes with challenges for the individual. Far too often, organizations are plagued by a silo mentality, where everyone focuses entirely on their own needs to the overall detriment of the organization.  Corporate Thinking means understanding your organization’s underlying purpose for change and championing the company’s goals above all else – even if it means some degree of personal difficulty.


There is little value in trying to change things that you cannot control.  Instead, it is about focusing energy on areas that you can control or influence – and playing your role to support the entire change effort.


Identifying skills needed in the new business environment and developing them in order to continue contributing to the organization.



When organization change happens, you will inevitably need the support of other people. You have to build effective relationships with others, some of whom you may not have worked with before. A collaborative mindset is needed in order to work towards win-win outcomes.


When decisions are being considered during change, it is important for people to have the opportunity to raise their views and disagreements.  However, once a collective decision is made, it is everyone’s responsibility to commit to its success.  Commitment means not overtly or covertly undermining a change after a decision has been agreed upon, which happens far too often in typical organizations.

Learning Design

The learning design includes mini-lectures, short case studies, interactive activities and self-assessments.  However, this is not just a training workshop. By design, it is an intervention to support you to implement actual organizational change.  A key component of the program is developing a plan of action of drive change or to become more change agile.  As such, participants will be applying the concepts and tools that they learn on actual work situations during the workshops itself.