Embedding change and ensuring it is inherent within the organisation

Nine Feet Tall have been invaluable in coaching me into my Change Management role within Farrans. They have given me the skills and knowledge to be able to strategically plan change on any project in the future. Nine Feet Tall have left us with materials which can be used time and time again and have helped embed a positive change culture within the organisation to ensure the project landed well.

Sophie Armstrong Farrans
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How we work with you

We’re here to give you the tools you need to build and maintain internal change capability, so you can shape, deliver and adopt change within your organisation in the long term. This includes the set-up of a change function, underpinned by the right framework, tools and skills required to effectively land the change you need across your organisation with ease.

Dealing with organisational change

Though inevitable, change can be difficult to deal with, particularly on an organisational level. We will help give your business a long-lasting and successful change by supporting you to:

  • Develop your own or use existing change management models
  • Practise effective communication
  • Pay attention to your organisation’s momentum
  • Activate leadership
  • Promote positivity and excitement
  • Listen to your team
  • Put your people first

Frequently Asked Questions

  • Why do organisations need to change?

    Often there are multiple reasons why organisations need to change. These can include an external or internal emergency or crisis, gaps in performance, the need to restructure, new technology, consolidation through merger & acquisition or the identification of new opportunities. Change can be daunting, but often it has positive implications for your business.

  • How can change be beneficial to businesses?

    Embracing opportunities to change means you can retain a competitive edge and remain relevant in your market. Change encourages innovation, develops skills, develops teams, leads to better business opportunities, and improves team morale and culture.

  • How do you manage resistance to change in an organisation?

    The first step is to understand the reasons behind the resistance, which means listening and empathising. Providing direction and leading the change proactively will be most effective and requires strong leadership. A compelling rationale will engage your people and help them commit to the change with you. People need leaders who understand the market, can make a realistic assessment of the threats they’re facing as a business, and work through the opportunities.

Our insights

  • Successful Change Needs Strong Leadership

  • 9 tips to get your business ready for change

  • Project Assurance – The Ultimate Checklist

  • “It’s not them, it’s you”: Doing change management properly

  • Good news: 70% of change initiatives don’t fail

  • Change: The differentiating factor in Financial Services today