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Trends: Building Internal Organisation Change Capability

Rapidly changing customer buying habits, access to new technology and social media accelerate the way organisations need to change and build internal change capability so they can quickly adapt to change to remain competitive or even survive.

Organisational change management, transformations and improvements have become permanent features of the business landscape. Until recently, an organisational leader or manager could just focus on normal day-to-day operations, handing off change management and implementation responsibilities to other people.

Corporate thinking about change management has evolved in recent years and it is considered as a core competence by some leading organisations. Varying degrees of change capability, low employee adoption, lack of sustainability and low benefits realisation have become the drivers to develop corporate change capability. There is now a recognition that delivering each change programme or project using the same change methodology and approach is less confusing and more effective for the organisation. An even more effective and efficient way is to have a single approach to change using a corporate change management framework, models, processes, tools and techniques.

Developing internal change capability requires structure and intent. Organisational leaders should develop internal change management capability, a change framework that supports programme change delivery, and models to support employee change adoption and behavioural change. In addition, change capability requires change processes, tools and techniques, competent and motivated resources, and is strengthened by training and coaching to deliver ongoing change.

For the value of this investment to be realised it should be treated like a change programme and, like any change, it must be sustained so the developed capabilities are utilised and there is a return on investment.

If more employees were better leaders of change, the organisational benefits would be endless. We enable the Leadership of Change®

About the Leadership of Change®

The Leadership of Change® encompasses change management concepts, models, depictions, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework®. The delivery vehicles are change management books, change management gamification manuals, change management gamification workshops (face-to-face/virtual), leadership alignment workshops and masterclasses.

What if we could embrace change and lead the world? The Leadership of Change® is both thought leadership and a suite of tools to propel you from where your organisation is right now, the current 'a' state, to where you want to be, the future 'B' state. The Leadership of Change® will help you to implement your organisation's change or improvement and achieve a 100% return on investment (RoI) with full employee adoption, enabling you to secure future profit and remain ahead of your competitors. Truly great Leadership of Change® combines thoughtful strategy alignment of your leadership and change leadership skills to lead employee change adoption - start today.

"Leaders go about their daily tasks to implement their organisation’s strategy to deliver financial results. All of a sudden there is a change explosion, disrupting normal day-to-day operations and results"

More on Gamification

Peter F Gallagher The Leadership of Change Volumes 1 - 3 Amazon

Peter F Gallagher is a Change Management Global Thought Leader, Expert, International Speaker, Author and Leadership Alignment Coach.

Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (May 2020) by Thinkers360.

Business Book Ranking: Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.



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