Reform and change readiness
Change management and reform readiness.
Readiness assessed role by role before the change takes effect.
New legislation, policies, structures and operating models only deliver value when people work differently. We combine organisational change management with role-based capability, so your workforce is ready when the change takes effect and supported to sustain it.
Most change succeeds or fails at the point of adoption.
The legislation commences, the new structure starts, the new policy takes effect. Whether the investment pays off depends on whether people understand what is different, can do it in their real work, and keep doing it once the project team moves on.
That is a people question, and it needs change management and capability development working as one program. If your change is a new system, see technology rollout and adoption.
- Do people know exactly what changes in their role, and when?
- Are leaders equipped to lead the change in their own teams?
- Is training timed to when the change takes effect, not months before or after it?
- Can people apply the new rules, powers or procedures to real cases?
- Do you know who is ready and who is not before the change takes effect?
- Are workarounds and old practices creeping back afterwards?
- Can your own people support the change once the project team has gone?
- Can you show your sponsor evidence of adoption, beyond attendance?
Change management and capability, together.
Change management prepares people to accept and lead the change. Capability development makes sure they can do the work differently. We plan and deliver them as one program, with a change management partner where you need one.
Organisational change management
Preparing people to accept, lead and sustain the change
- Change impact assessment, role by role
- Stakeholder and audience analysis
- Sponsor and leader engagement
- Change and communication planning
- Change champion networks
- Resistance and risk management
- Readiness assessment before the change takes effect
Workforce capability
Making sure people can do the work differently
- Training needs analysis and training plans
- Role-based learning and scenarios
- Quick reference guides and performance support
- Train-the-trainer programs
- Simulation and practice before the change takes effect
- Assessment of capability in the real work
- Reinforcement and support afterwards
Readiness you can evidence
People who understand the change, can do the work and keep doing it
How we work across a change.
Our approach follows the program from first impact assessment to sustained adoption, so the people side keeps pace with the reform.
- AssessUnderstand the change, who it affects and how. Map impacts role by role and gauge current readiness.
- PlanBuild the change, communication and training plans around commencement dates, milestones and risks.
- EngageEquip sponsors, leaders and change champions to explain the why and lead the change locally.
- BuildDevelop role-based learning, guides and practice, and prepare your own trainers to deliver.
- CommenceDeliver training at the right time, check readiness and support people as the change takes effect.
- SustainReinforce new practice, track adoption and close the gaps until the change holds.
The day a change takes effect is the start of adoption, not the end of the project.
What you get.
Every program is tailored, but these are the building blocks we draw on. You can engage us for the full program or for the parts your project needs.
- Change impact assessmentWhat changes, for whom, and how much, role by role.
- Stakeholder and audience analysisWho is affected, who influences, and what each group needs.
- Change and communication planThe right messages, from the right people, at the right time.
- Leader and champion toolkitPractical tools for leaders and champions to lead the change locally.
- Training needs analysis and planThe learning each role needs, timed to commencement.
- Role-based learning and guidesLearning, scenarios and quick reference guides built around real tasks.
- Train-the-trainer programYour own people prepared to deliver and support the change.
- Readiness assessmentEvidence of who is ready before the change takes effect, to inform the decision to proceed.
- Adoption measures and reinforcementMeasures of adoption afterwards, and a plan to close the gaps.
These are tailored programs. They are not nationally recognised training unless a qualification or unit code is shown.
The change we support.
The kinds of reform and transition where readiness is assessed role by role before the change takes effect.
- Machinery-of-government changeFunctions, teams and staff moving between agencies, with new obligations and ways of working.
- New legislation and powersNew regulatory powers, obligations and procedures that change how people make decisions.
- Operating model and restructureNew structures, roles, delegations and ways of working.
- Policy and process reformNew policies, standards and processes that need consistent practice across teams and locations.
How you will know it is working.
Attendance tells you people turned up. We help you measure what your sponsor cares about: readiness, capability and adoption.
- ReadyBefore the change takes effect, people understand it and their part in it.
- AblePeople can perform the new tasks, shown through practice and assessment.
- UsingThe new process, policy or power is being used as intended.
- SustainedNew practice holds over time, and workarounds are identified and closed.
Recent work.
Reform and readiness programs we have delivered, each labelled by how we know the result.
Comparable examples on request
We have prepared workforces for new legislation, structures and operating models across Commonwealth agencies and regulators. Ask us for comparable examples, with client details removed.
New regulatory powers, tested before use
For a regulator introducing new investigation powers, officers used the new tools and templates in a simulated inspection before live use. The exercise generated recommendations to refine tools and workflows.
A taste of how we work.
Every program uses realistic situations drawn from the work. Here is a short example of the kind of scenario participants practise.
Questions about change and reform readiness.
Short answers to the questions organisations ask us about this work. If yours is not here, ask us.
Do you provide change management as well as training?
Yes. Wisdom Learning partners with a range of organisational change management specialists, so we can provide an integrated change and capability team, or build learning and capability into the work of your existing change team.
Do you replace our project’s change or training team?
No. We work alongside your project, program or vendor team. We can lead the people side of the change, or fill specific gaps such as impact assessment, training design or train-the-trainer delivery.
What if our change is a new system?
For system rollouts, including training needs analysis, end-user and train-the-trainer programs and go-live support, see technology rollout and adoption. Many programs combine both.
Can our own people deliver the training?
Yes. We often build your organisation’s capacity to carry the change through train-the-trainer programs, facilitator guides and performance support, so it does not depend on us once the program is complete.
Can you work at national scale?
Yes. We support change from a single team to a national workforce.
Is this nationally recognised training?
Change and readiness programs are tailored capability development, not nationally recognised training unless a qualification or unit code is shown. Where formal recognition is needed, we can link a program to nationally recognised qualifications delivered by Wisdom Learning, RTO 88062.
Make your next change stick.
Whether you are planning a reform or rescuing one, we can help you define what needs to change for your people and build a practical path to adoption.
We respond to every enquiry within one business day.