--- title: Key Change Management trends (and our hopes) for 2023 description: As we look forward to the Business Transformation and Change Challenges of 2023 our CEO Audra Proctor shares the challenges and hopes she has for the year image: https://blog.changefirst.com/hubfs/Untitled%20design%20(4).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) # Key Change Management trends (and our hopes) for 2023 Posted by [Audra Proctor](https://blog.changefirst.com/author/audra-proctor) Each year around this time (if not before) I really enjoy reading about the possibilities and predictions of what the future holds for Change and Transformation in organisations.   ![Untitled design (4)](https://blog.changefirst.com/hs-fs/hubfs/Untitled%20design%20(4).png?width=800&height=400&name=Untitled%20design%20(4).png) For me, it is this process of looking forward with hope that is so energy-giving. Rather than looking back with any sense of regret.  I’ve even had my own attempts at being an “oracle” for change over recent years. However, this year, perhaps you’ll indulge me as I lay out my hopes for what looks to be another tumultuous year of Change and Transformation.  So, I hope for Change Management in 2023 to be front and centre of three big challenges facing organisations in the next 12 months.   ## Tackling the impact of inflation and recession [Bloomberg reports](https://www.bloomberg.com/graphics/2023-investment-outlooks/) that ‘advanced’ economies are expected to endure a year of slowdown in 2023. With outright recessions in the US and UK and stagnation in the Euro area’.  I hope leaders will dedicate time to build the social & emotional skills (through their organisation’s hierarchy) that are needed to lead business Change and Transformation with empathy and kindness. In particular, this is a time where:  - economic anxieties and the pressures of life, health and family will affect people’s focus, productivity and well-being at work  - change is more so now than ever intensely personal. It is about individuals learning, thinking, feeling and doing things differently. In turn, this calls for supportive relationships with managers who:  - know when an ear and a caring presence are all that are needed - know when it’s the right time to coach and mentor people to develop their own solutions - are effective role-models for self-care - and managing their own emotions during change and turbulence  I couldn’t agree more with Charles Handy who said - ‘*Whereas the heroic manager of the past knew all, and could do and could solve every problem. The post heroic manager asks how every problem could be solved in a way that develops other people’s capacity to handle it*’.  I hope for leaders to see value in consistently providing the skills, tools and organisation-wide approach for agile business change and transformation.  This is at a time when the way people work has changed markedly. With different drivers of employee motivation and engagement - and technology re-shaping the work experience. In an environment like this, organisations need to:  - **quickly assemble teams around a change issue**, with the right people from different parts of the organisation - wherever they are located geographically   - **access learning and resources effortlessly** – and on demand – to collaborate, plan and deliver change solutions   - **grow Change and Transformation teams** and onboard contractors quickly  I hope leaders will help their people to accelerate the use of digital skills and processes for Change Management. And rally against any resistance that can prevent adoption and usage of people data for business change and transformation. All of this also needs to happen in a fast-changing landscape where:  - managers and their teams need to be able to think strategically for themselves, d**elivering data-driven quick-wins** and stronger competitive responses   - organisations need to be able to **gather and codify change data quickly**. Data which enables them to manage - and act on - a steady stream of insights that can influence and benefit how they operate ## Supporting the drive for sustainability  2 years ago, research from [Frontiers in Sustainability](https://www.frontiersin.org/journals/sustainability) highlighted that more than 90% of organisations had been working on integrating and institutionalising environmental, social, and governance (ESG) goals for over 5 years.    People determine the success of organisations and their initiatives. And while many of us are conceptually aligned to the values underpinning sustainability and ESG – so, listening to customer demands for transparency in sustainability practices as well as more eco-friendly products and services – the reality is that there are valid concerns about how it impacts the way we do our work.  I hope in 2023 that Change Management (and supportive people-processes) will become an integral part of what is a  radical business culture change. One that is needed to implement sustainability goals alongside profitability goals and that includes:  - **clear visioning of attainable sustainability** and hard trade-offs - consistent communication from **committed cross-boundary leaders** - **powerful engagement of people** in designing and delivering the right operating model and workflows - sustainability imperatives that are **stronger than any learning anxiety** - role-models, champions and clear accountability to **help build commitment** - encouragement, rewards and recognition of early results in order to help **sustain commitment to change ** And to be effective agile change of this nature [needs an agile Change Management culture](https://blog.changefirst.com/organizational-change-agile-projects-require-an-agile-culture). ## Being an active contributor to diversity, equity and inclusion  ‘Organisations with inclusive cultures are twice as likely to meet or exceed financial targets’, according to [research](https://www2.deloitte.com/content/dam/insights/us/articles/4209_Diversity-and-inclusion-revolution/DI_Diversity-and-inclusion-revolution.pdf) from Deloitte.  If diverse and inclusive companies are more productive, innovative and perform better financially, then why do less than 20% of companies around the world have a mature inclusion, equity and diversity model?  Middle managers – the custodians of an organisation’s culture – are the tipping point for effective business Change and Transformation.  They are the ones that can make or break the delivery of a business-critical Change solution. This is even more relevant in the context of diversity, equity and inclusion. As it is the interaction with an immediate boss that determines how inclusive the workplace feels.   I hope for focused investment, resources and time focused on middle managers when designing and planning change including:  - engaging them and their collective experience in creating strategy - equipping them with the know-how to encourage people from different backgrounds and create an environment for diverse people to succeed - developing their change skills to ensure they are critical role models, active allies and agents of change able to:  - transform organisational strategy into practical and highly relevant local actions - support their teams through personal transitions often associated with organisation change  So, the focus needs to be on [developing these type of Change Management skills](https://www.changefirst.com/training/manager-and-local-teams) in your middle managers. And the thing about hope, for me is that it is active and audacious. It is about daring to take a hard look at these realities and choosing to apply resources and time. To create pathways and provide agency for Change.    We look forward to continuing to support and enable you to plan and deliver these big challenges throughout 2023. And wish you all the best for a successful year.    Regards  Audra  Audra Proctor, CEO Changefirst  ![Audra Proctor](https://blog.changefirst.com/hubfs/Audra200x200.png) Posted by [Audra Proctor](https://blog.changefirst.com/author/audra-proctor) Audra is Managing Director at Changefirst and has over 30 years' experience of enabling organisations leaders and their teams to deliver complex Organisational Change. She leads an amazing, diverse team of highly experienced multi-industry Change Practitioners, Consultants, Coaches, Trainers, Technology Experts and trusted Strategic Partners to help organisations to deliver more effective Change through their people. Audra is a regular speaker at events focusing on Change and Transformation globally on a number of key themes including Agile Change Management and the use of digital in Change and Transformation. Find me on: [LinkedIn](https://www.linkedin.com/in/audraproctor/) Tags: [CEO Viewpoint](https://blog.changefirst.com/topic/ceo-viewpoint), [Organisational Change](https://blog.changefirst.com/topic/organisational-change) - [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)