I begin by actively listening to understand the context, people, and priorities through a discovery phase. I work closely with stakeholders to pinpoint the true nature of the change, uncover pain points, and identify who’s impacted. This creates a shared understanding of the current state and sets the tone for purpose-driven change.​

Every organisation is unique, requiring tailored approaches to align with its culture and needs. By applying proven change management principles such as PROSCI/ADKAR, I transform ambiguity into actionable strategies that foster trust and engagement. For example, revitalising an underperforming remediation program led to measurable progress and gained senior sponsor buy-in, showcasing purposeful outcomes that resonate with clients and their teams.  

The approach prioritises trust and readiness through clear communication and leader-led initiatives. Stakeholders are engaged with practical plans and open dialogue, ensuring confidence and understanding. A sponsor-led briefing during a transformation demonstrated the impact of cohesive messaging, earning praise like, "I didn’t know what to expect, but that was brilliant," highlighting the value of empowering leaders to champion change effectively.

Change isn’t a one-off message; it’s an iterative process throughout the life of the transformational journey. I design and deliver learning, reinforcement, and adoption activities that give people time, space, and support to practice the new way of working. I also create feedback loops to adapt as needed.

I prioritise meaningful outcomes by refining plans, addressing challenges, and ensuring sustained adoption. In one case, a champion network initially struggled to deliver impactful messaging due to unclear calls to action and limited confidence. Through structured direct engagement, the approach improved significantly, fostering understanding and creating a safe space for feedback. The result: clear, practical communication that resonated with teams and enhanced the change process.

Success for me is when the change sticks and people remember it as well-supported and worthwhile. I wrap up by sharing what worked, what was learned, and how future change can be even better. I leave a legacy of capability, confidence, and clarity. It’s especially rewarding when I hear from clients years later, mentioning how change documents like Day in the Life’s Of (DILO’s) and process guides are still actively referenced and used, reflecting the enduring value these tools have provided.