--- title: Benefits of a flexible, people-led approach to your organisational change description: For organizations to realize the full benefits from change, they must focus on managing people’s behavior, skills and commitment to deliver successful implementation - and that must be led by people inside the organization. image: https://blog.changefirst.com/hubfs/PCI%20methodology-1.png --- [![Changefirst_logo_Hubspot.png](https://blog.changefirst.com/hs-fs/hubfs/Logo/Changefirst_logo_Hubspot.png?width=174&height=61&name=Changefirst_logo_Hubspot.png "Changefirst_logo_Hubspot.png")](http://www.changefirst.com) [Contact us](https://changefirst.com/contact-us) [+44 (0) 1444 450777](tel:+44-0-1444-450777) [Solutions](https://www.changefirst.com/change-management-solutions) ### Solutions Change Management Solutions matched to your specific business needs. #### [![orgainizations](https://blog.changefirst.com/hubfs/orgainizations.jpeg) For Organizations Engage more of your people in change with a cost effective and scalable solution that builds sustainable capability.](https://www.changefirst.com/change-management-solutions/organisations) #### [![consulting-firms](https://blog.changefirst.com/hubfs/consulting-firms.jpeg) For Consulting Teams Digitalize and differentiate your Change Management practice, quickly on-board new hires and create ‘sticky’ client relationships](https://www.changefirst.com/change-management-solutions/consulting-firms) #### [![change professionals](https://blog.changefirst.com/hubfs/change%20professionals.jpeg) For Change & Project Experts Deliver strategic projects, support Executives through continuous change and add new tools, skills and Certification to your playbook](https://www.changefirst.com/change-management-solutions/change-and-project-professionals) #### [![technology companies](https://blog.changefirst.com/hubfs/technology%20companies.jpeg) For Technology Companies Take advantage of the missing ingredient in your Adoption Services model. To drive higher adoption rates for clients and improve renewal rates](https://www.changefirst.com/change-management-solutions/technology-companies) #### [![drive up adoption](https://blog.changefirst.com/hubfs/drive%20up%20adoption.jpg) Drive up adoption Focus on engaging people in your technology roll-out projects. To drive successful adoption and deliver projected business outcomes](https://www.changefirst.com/business-issues/drive-up-adoption) #### [![deliver projects](https://blog.changefirst.com/hubfs/deliver%20projects.jpg) Deliver projects more succcessfully Get business-critical projects delivered right, first time. By ensuring you have more change capability and higher engagement levels](https://www.changefirst.com/deliver-projects-more-successfully) #### [![build ECM capacility](https://blog.changefirst.com/hubfs/build%20ECM%20capacility.jpg) Build ECM capability Change is no longer the ‘secret sauce’ of a few individuals in your organisation. So creating the capacity for business-critical changes is crucial](https://www.changefirst.com/build-ECM-capability) #### [![upskilling of teams](https://blog.changefirst.com/hubfs/upskilling%20of%20teams.jpg) Quickly upskilling your teams Make change everyone’s business by getting consistent change skills, tools and support to distributed and remote teams](https://www.changefirst.com/business-issues/upskilling-of-teams) #### [![agile change management](https://blog.changefirst.com/hubfs/agile%20change%20management.jpg) Develop an agile change culture Create an agile Change culture by fostering a mind-set that 'change is your business'. As part of an enterprise-wide approach](https://www.changefirst.com/business-issues/agile-change-management) #### [![credibility](https://blog.changefirst.com/hubfs/credibility.jpg) Gain credibility and differentiate yourself Gain the credibility you need to deliver effective Change inside your organisation and differentiate yourself from the rest of the crowd](https://www.changefirst.com/gain-credibility-and-differentiate-yourself) [Products](https://www.changefirst.com/change-management-products/roadmap-pro) ### Products This will be the products group #### [![roadmap pro](https://blog.changefirst.com/hubfs/roadmap%20pro.jpeg) Roadmap Pro® - digital OCM platform Transform the way Change Management is planned and executed across your organization. With digital skills, methods and tools for faster, more sustainable business result](https://www.changefirst.com/change-management-products/roadmap-pro) [Training](https://www.changefirst.com/training) ### Training Role-relevant training solutions for leaders, their teams and professionals to build rapid, sustainable change capabilities #### [![executive](https://blog.changefirst.com/hubfs/executive.jpeg) Leaders, Heads of Business & Steering Teams Executive Bootcamps - learning for senior leaders tasked with sponsoring strategic change and building sustainable Organisational Change Capability](https://www.changefirst.com/training/executive) #### [![change agent](https://blog.changefirst.com/hubfs/change%20agent.jpeg) Change, Project and Internal development professionals Robust, action focused training course and certification for CMOs, PMO and anyone helping leaders drive major business change](https://www.changefirst.com/training/change-agent) #### [![local teams](https://blog.changefirst.com/hubfs/local%20teams.jpeg) Line Managers, local teams, HRBPs & Communication Experts Workshops and learning development programs focused on compelling change communication, sponsor behaviour, assessing people risks, data driven planning and effective engagement.](https://www.changefirst.com/training/manager-and-local-teams) #### [![on demand individual](https://blog.changefirst.com/hubfs/on%20demand%20individual.jpeg) Employees, large groups & accidental/new change agents Learning ‘on-demand’ to introduce key change management methods and development coaching to build help individual resilience.](https://www.changefirst.com/training/on-demand-individual) #### [![change projects introductory](https://blog.changefirst.com/hubfs/change%20projects%20introductory.jpg) Project and Programme Managers (Introductory) Learn a structed approach to people-change processes, activities and measures designed to improve project success](https://www.changefirst.com/training/change-projects-introductory) #### [![change projects intermediate](https://blog.changefirst.com/hubfs/change%20projects%20intermediate.jpg) Project and Programme Managers (Intermediate) Initiate local change initiatives right, first time and in a people - centred way](https://www.changefirst.com/training/change-projects-intermediate) #### [![train the trainer](https://blog.changefirst.com/hubfs/train%20the%20trainer.jpg) Train-the-Trainer Build an internal community of Change Experts and create agility in your internal Change Training](https://www.changefirst.com/training/train-the-trainer) #### [![](https://res.cloudinary.com/changefirst-media/uploads/Content_Licencing_Menu_Sized_TP_84ed8849b6.jpg) Content licensing Licence our proven Change Management materials and establish a standardised approach to delivering change across your organisation](https://www.changefirst.com/training/content-licensing) #### [![certification](https://blog.changefirst.com/hubfs/certification.jpg) Certification Recognise your investment in Change Management training and development with individual and organisational level Certification](https://www.changefirst.com/training/certification) #### [![coaching and consulting](https://blog.changefirst.com/hubfs/coaching%20and%20consulting.jpg) Application Coaching and Consulting We provide 6 week to 6 month partner packages that enable us to partner with you to accelerate your change success](https://www.changefirst.com/training/application-coaching-and-consulting) [Methodologies](https://www.changefirst.com/methodologies) ### Methodologies This will be the methodologies page group #### [![pci](https://blog.changefirst.com/hubfs/pci.jpeg) PCI® - People - Centred Implementation Changefirst’s research-based, highly practical, results-oriented methodology, for planning and executing the people-side of change, to achieve sustainable organisational results](https://www.changefirst.com/methodologies/pci) #### [![pai](https://blog.changefirst.com/hubfs/pai.jpeg) PAI – Personal Adaptability Inventory PCI® People-Centred Implementation Changefirst’s proprietary psychometric, with development system, help leaders and their teams develop resilience and adaptability for change](https://www.changefirst.com/methodologies/pai) [Resources](https://www.changefirst.com/resources) ### Resources All the resources you need to help build your Change Management capability. #### [![resources](https://blog.changefirst.com/hubfs/resources.jpeg) Whitepapers Download our latest Change Management whitepapers.](https://www.changefirst.com/resources) #### [![videos](https://blog.changefirst.com/hubfs/videos.jpeg) Videos Watch our latest Change Management videos.](https://www.changefirst.com/resources#videos) #### [![blog](https://blog.changefirst.com/hubfs/blog.jpeg) Blogs Read our latest Change Management blogs.](https://blog.changefirst.com/) [About us](https://www.changefirst.com/about-us) [Contact](https://www.changefirst.com/contact-us) Solutions [For Organizations](https://www.changefirst.com/change-management-solutions/organisations) [For Consulting Teams](https://www.changefirst.com/change-management-solutions/consulting-firms) [For Change & Project Experts](https://www.changefirst.com/change-management-solutions/change-and-project-professionals) [For Technology Companies](https://www.changefirst.com/change-management-solutions/technology-companies) [Drive up adoption](https://www.changefirst.com/business-issues/drive-up-adoption) [Deliver projects more succcessfully](https://www.changefirst.com/deliver-projects-more-successfully) [Build ECM capability](https://www.changefirst.com/build-ECM-capability) [Quickly upskilling your teams](https://www.changefirst.com/business-issues/upskilling-of-teams) [Develop an agile change culture](https://www.changefirst.com/business-issues/agile-change-management) Products [Roadmap Pro® - digital OCM platform](https://www.changefirst.com/change-management-products/roadmap-pro) Training [Leaders, Heads of Business & Steering Teams](https://www.changefirst.com/training/executive) [Change, Project and Internal development professionals](https://www.changefirst.com/training/change-agent) [Line Managers, local teams, HRBPs & Communication Experts](https://www.changefirst.com/training/manager-and-local-teams) [Employees, large groups & accidental/new change agents](https://www.changefirst.com/training/on-demand-individual) [Project and Programme Managers (Introductory)](https://www.changefirst.com/training/change-projects-introductory) [Project and Programme Managers (Intermediate)](https://www.changefirst.com/training/change-projects-intermediate) [Train-the-Trainer](https://www.changefirst.com/training/train-the-trainer) [Content licensing](https://www.changefirst.com/training/content-licensing) [Certification](https://www.changefirst.com/training/certification) [Application Coaching and Consulting](https://www.changefirst.com/training/application-coaching-and-consulting) Methodologies [PCI® - People - Centred Implementation](https://www.changefirst.com/methodologies/pci) [PAI – Personal Adaptability Inventory PCI®](https://www.changefirst.com/methodologies/pai) Resources [Whitepapers](https://www.changefirst.com/resources) [Videos](https://www.changefirst.com/resources#videos) [Blogs](https://blog.changefirst.com/) [About us](https://www.changefirst.com/about-us) [Contact](https://www.changefirst.com/contact-us) # [Welcome to the Changefirst Blog](https://blog.changefirst.com) # Benefits of a flexible, people-led approach to your organisational change Posted by [David Miller](https://blog.changefirst.com/author/david-miller) For organisations to realise the full benefits of change, they must focus on managing people’s behaviour, skills and commitment to deliver successful implementation - and that must be led by people inside the organisation. Major change only takes place when people shift their values, aspirations, skills and behaviours. When people stay in a particular situation for a period of time they usually develop established ways of thinking, feeling and behaving which are disrupted by the onslaught of major change.   ![Value_Gap](https://blog.changefirst.com/hs-fs/hubfs/Value_Gap.jpg?width=550&height=358&name=Value_Gap.jpg)   Effective change management provides the process, tools and techniques to manage the people aspect of change - to achieve the most successful business outcome. It overcomes resistance and builds the necessary commitment in people that enables them to be ready, willing and able to change. To manage employees’ transition from [resistance to commitment](https://blog.changefirst.com/blog/2010/08/5-triggers-of-resistance-to-change), the change needs to be internally led. Employees require a lot of information, training, support, involvement and appropriate rewards, to feel valued, more in control of their destiny and committed enough to engage fully with change.   | ![Benefits of a flexible people led approach to organisational change 01](https://blog.changefirst.com/hs-fs/hubfs/Benefits%20of%20a%20flexible%20people%20led%20approach%20to%20organisational%20change%2001.png?width=477&name=Benefits%20of%20a%20flexible%20people%20led%20approach%20to%20organisational%20change%2001.png) | Implementation of major change is only possible if change **is visibly and energetically led by people** inside the organisation. | | --- | --- | ## Managing capacity and demand A major reason changes fail in organisations is that people feel [overwhelmed by the sheer volume and speed of change initiatives](https://blog.changefirst.com/blog/2014/11/is-your-organisation-struggling-to-cope-with-change) impacting them. This often leaves people stressed, but at a minimum leaves them with little capacity to digest key organisational initiatives. If an organisation is to manage change effectively it must ensure that people have sufficient change capacity to be able to implement the really critical strategic changes. Change capacity is a combination of people-based factors that affect the organisation’s ability to adapt.  These include such building blocks as change legacy, implementation capability, personal adaptability levels and change leadership style. The greater the capacity to change, the more able the organisation will be to implement transformational change and/or to simultaneously implement multiple change projects. [Leaders must rigorously manage total change demand](https://blog.changefirst.com/building-effective-change-leadership-in-your-organization)—measuring, understanding and controlling the number, speed and complexity of all changes in the pipeline. They must also evaluate the extent to which people are coping with the current change demands being placed on them. To implement a portfolio of major changes successfully, leaders need to monitor and manage all three risk components: the overall demand for change, the organisation’s capacity to implement that change and the specific risks of an individual change initiative within that context. A balanced relationship which stretches the organisation without overwhelming the finite capacity for change is critical to overall implementation success.  If the business operates with demand exceeding capacity for long periods people will become overwhelmed—stress levels will undermine morale, productivity and quality, overall capacity will actually decrease and leadership credibility will be questioned.   ![Benefits of a flexible people led approach to organisational change 02](https://blog.changefirst.com/hs-fs/hubfs/Benefits%20of%20a%20flexible%20people%20led%20approach%20to%20organisational%20change%2002.png?width=550&height=532&name=Benefits%20of%20a%20flexible%20people%20led%20approach%20to%20organisational%20change%2002.png)     ## Benefits of a flexible methodology Planning and executing the people and organisational aspects of change initiatives with a flexible methodology and supporting assessment and monitoring tool-kit helps to guide priorities, decision making and performance management. When faced with business-critical change projects with a high cost and/or risk of failure, organisations often rely heavily on external consultancy support. However, implementation of this type of change is only possible if the initiative is visibly led by people inside the organisation.  As the scale, frequency and importance of change increases, internal leadership and control become critical for corporate adaptability. Employing a comprehensive, disciplined and systematic approach can significantly improve success rates.  The methodology helps to maximise learning, build internal capability and increase overall organisational capacity while delivering the benefits from individual changes. This clear framework allows organisations to analyse and anticipate risks and enablers, while providing a motivating sense of control, clarity and belief that change is being effectively managed.  Using an effective change management process methodology, with supporting assessment and monitoring tools, enables leaders to: - **Assemble accurate, unbiased, timely information t**o guide decisions and ensure focus on the right issues, with the right people at the right time, in the right sequence. Constant awareness and adjustment is critical; plan must be flexible enough to respond to the dynamics of the change as they unfold. - **Evaluate the relative difficulty of changes in their portfolio** and allocate resources accordingly, setting more realistic targets, schedules and budgets. - Understand **people’s issues, their capacity for change and their reactions** to the change with the same clarity that one might expect to understand technical, logistical or financial issues. - **Make reality-based decisions** using leading-edge measures—avoiding reliance on gut feelings, subjective feedback, conventional wisdom and myth that often lead to decisions which focus on the wrong change performance drivers. - **Measure change implementation progress** in all areas of the organisation and understand where, when and how change efforts are working, where corrective action is required and on which areas to focus limited change management resources. - Predict risk early using **structured predictive change assessments** - managing the issues likely to arise on a more proactive basis, rather than continually fighting fires. Instill a common language and mutual understanding which enhances individual, team and organisational learning and knowledge transfer. - Provide regular feedback to drive accountability, maintain momentum, increase confidence and stimulate learning. PCI is a structured approach to delivering change and specifically change projects that your change agents, executives, managers and employees can easily learn, adopt and apply, in order to deliver change successfully – at both an organisational and local level. **To learn more about PCI download our white paper – How PCI helps you implement change.**   [![OurMethodologyForWebsitePanelTP](https://blog.changefirst.com/hs-fs/hubfs/Blog%20and%20Website%20EbookPromoImages/OurMethodologyForWebsitePanelTP.png?width=550&height=389&name=OurMethodologyForWebsitePanelTP.png)](https://info.changefirst.com/our-change-management-methodology-how-pci-helps-you-implement-change)   ![David Miller](https://blog.changefirst.com/hubfs/David%20200x200.png) Posted by [David Miller](https://blog.changefirst.com/author/david-miller) David Miller is the Chairman and Founder of Changefirst, a global training and consulting organisation which specialises in Organisational Change Management. He has helped organisations successfully implement major change for the last 25 years. Initially as a Senior Executive for American Express and more recently with clients ranging from HSBC, BT, Roche Pharmaceuticals and The Linde Group. David was a regular speaker at a range of Change and Transformation events globally on key industry themes including Agile Change Management and the use of digital in Change Management. Find me on: [LinkedIn](https://www.linkedin.com/in/david-miller-changefirst/) Tags: [Change Management methodology](https://blog.changefirst.com/topic/change-management-methodology), [Methodology](https://blog.changefirst.com/topic/methodology), [changemanagement](https://blog.changefirst.com/topic/changemanagement) - [Tweet](https://twitter.com/share) ### Leave a comment Search Blog ### Keep me updated ### Recent Posts ### SHARE THE BLOG ### Posts by Tag [![](https://changefirst.com/images/Icons/Social_LI.svg)](https://uk.linkedin.com/company/changefirst) [![](https://changefirst.com/images/Icons/Social_TW.svg)](https://twitter.com/Changefirst) [![](https://changefirst.com/images/Icons/Social_VM.svg)](https://vimeo.com/changefirst) [![](https://changefirst.com/images/Icons/Social_FB.svg)](https://www.facebook.com/Changefirst-129807110363683/) [Website T&Cs](https://info.changefirst.com/website-tcs)    |     [Security Policy](https://info.changefirst.com/security-statement)    |     [Privacy Policy](https://info.changefirst.com/privacy-policy)    |     [Cookie Policy](https://info.changefirst.com/cookie-policy)