Change Management

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Organizations do not change but rather individuals do, person by person. The human side of change is an essential foundation for changing and realizing business outcomes. Would you like to see change occurring with a faster adoption rate, with more efficient use of resources and less resistance?

If so, choose from our 3 choices to enable change.

  • a team approach
  • a process approach
  • a leadership approach

See where this service comes in the diagram

we provide

  • On-site consultancy for change-resistant and change-ready organizations
  • Strategic Change Management Services
  • Change Management Process Implementation
  • Onsite Change Managers for successful change deployment
  • Creating Change Management Plans
  • Change toolkits for individuals of organizations
  • Coaching for the Change Team

change is at the core of all that 'business en motion' does

1. ORSC has great impact on the approach 'business en motion' adopts to change.

Change is enacted by people and with people forever 'in relationship', today's business landscape has new demands. It is considered essential to be 'change-competent', and even demonstrate the ability to create change before an undesired change finds us! For evolved business results it is now time to shift the focus away from the individual to something that is bigger and that lives in the collective. Relationship Systems Intelligence leverages connection and relationships among the individuals in a team or in organizational partnerships

Successful change is indicative of systemic health. As change is in essence about 'working differently', it is inevitable for 'an edge', that uncomfortable space between the known and unknown, to come into play and provides an opportunity to be explored, facilitating progression into new frontiers

Organization and Relationship Systems Coaching equips 'business en motion' to facilitate growth, agility and adaptation in the face of adversity, conflict and challenge.

2. An APMG mindset is embedded into our Change Process, as we ask these important questions.

What is your business case for Change Management, and how will you present this to influence investment of funding and time by the essential players?

What has your organization done to prepare for the change?

How 'ready' is your organization for the change?

What are the unique characteristics of the change?

What risk level does your organization face of not achieving the business outcomes?

When and how would you engage the primary sponsor with his/her roles?

What are the most critical roles for managers and supervisors to play?

Once the change strategy is set, with roles defined, what activities should your organization engage with , and on which levels of the organization?

Once the change strategy is set, with roles defined, what activities should your organization engage with , and on which levels of the organization?

How and when should you reinforce the change?

How are you building success factors into your change?

What are the 5 greatest obstacles to successful change?

How are your people influencing the ROI of a change project? 

Won't Change Management slow down my change's progress?

Why do I need Change Management when I have established a solid Project Management presence in my organization?

Isn't Change Management just about the 'soft' people side of the change? 

3. a leadership-based, cultural approach to change.

The Leadership Challenge® is a research-based set of 5 leadership practices and 30 leadership behaviors, set within an enabling framework, to bring out potential and personal bests. When this process is applied in a change situation, it translates into the methodology being very practical, easy to apply and measurable! A great solution for change, and one that integrates well with the principles of human behavioral change which APMG supports.

'business en motion'Academic Success Story from The Leadership Challenge®
'business in motion' The Leadership Challenge Case Study Academic success Story

alternate perspectives

Experience has highlighted that 'terminology' can express different meanings to different people in different contexts.

With this in mind, 'business en motion' suggests that personalized meetings add value by contextualizing and clarifying terminologies and interpretations.

We look forward to hearing, and reflecting upon, alternate perspectives with you.

a 'business en motion' success story

a. goals

  • To move from a family-based to an international business operation

b. critical actions

  • New Leadership recruited across 5 functionalities; 2 existing and 3 in a state of initiation
  • Assessments provided the reality: Force Field Analysis of the Change; Risk that Change Would Pose; Climate Surveys; Investor Feedback
  • Corporate Thinking and Development Process that delivered a strategy, a scorecard and an action plan
  • Roll out of phased-in activities (over 5 years) communication, training, coaching, sponsorship assistance) and deliverables
  • Celebrations at major milestones after evaluation provided key data

c. results

  • A new operating structure; competency-based frameworks; performance priority introduced and loyalty priority decreased; processes that defined people paths (both customer and internal); co-ownership;

The Leadership Challenge® is a global campaign to liberate the leader in everyone. Five practices, thirty leadership behaviors and two commitments. Research-based.

ORSC, Organization and Relationship Systems Coaching, works beyond the ˜who did what to whom, when" to ˜what's trying to happen" in this partnership or team.

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+971 50 286 8634

Based in DQuarters, Building 5
Dubai Media City
serving the GCC and Australasian markets


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