Change Management

Do you need a change management resource to help implement your change?

We partner with you, through our team of highly experienced change enablers, working together to develop impactful change solutions that aligns with your strategy, ensuring for a seamless implementation leads to adoption and full integration of the change.

Why partner with us

Our Process

Types of change implementations

Why partner with us?

  • Highly experienced team with agile capabilities delivering transitional, operation and Strategic Solutions
  • Bespoke programmes to support change capability development: Executive and Sponsor Enablement and Support Programme, Sustaining teams, Leading teams, Personal mastery
  • Onsite and virtual change management consulting and advisory services
  • Digital Transformational Capabilities
  • Creating and Activating Change Plans to Drive Adoption
  • Customising best practice methodologies to suit your organisation and need

Our process

Our approach is characterised by a collaborative change management methodology, where relevant best practices and fit for purpose solutions are used.

Stakeholder Influence & Engagement

Using practical strategies and simple methodologies to complete stakeholder matrix.
A variety of engagement and communication channels and strategies are used to keep the stakeholders updated and engaged throughout the change process.

Change Impact Management

We conduct a change impact assessment with a sample of the audience impacted by the change. This helps to clearly define and quantify how the audience is affected as they move from current to the future state and provides us with insights so that the correct approach is used to ensure success.

Knowledge Transfer (Training)

Training equips employees with the tools, knowledge and skills to perform their jobs in the “new” environment. We have a variety of formats to deliver the training, from digital solutions to face-to-face sessions with immersive experiences. The latter collects user data and identifies gaps and successes to that those struggling can be further supported.


We use a variety of mediums and channels to communicate, clearly and timeously which helps to keep the impacted audience and stakeholders engaged. It is also a clear message to employees that management are invested in the change and in their teams.


Our adoption process  focuses on What, How, Why and Who needed to embed the ‘change’ into the organisation. We use the adoption curve together with the stakeholder matrix to track and amend the journey as we work towards success.

Types of change implementations

GIM has experienced Change resources with vast acumen in the Enterprise change management, Organisation change development and performance improvement field, to co-ordinate, guide, co-design support and drive enterprise wide at scale, organisation transformation change processes that could bring about the greatest return on investment for the organisation, leaders and employees.

GIM change resources have been involved in the successful implementation of different types of Business change initiatives within the financial, public sector, FMCG and Brewing Industries. The size of the implementations range from as small as 100 to 50 000 + individuals across different countries, business units and culture groups.

Below are types of change initiatives that we successfully implemented.

Technology Implementations

  • ERP systems
  • Office 365
  • Policy administration platforms
  • Automated workflow management applications
  • Data governance frameworks and centralised master data management framework and identity management
  • Manufacturing Execution System applications
  • Digital workstations for a manufacturing environment
  • Supplier relationship management application
  • Automation claims management processes
  • Document management
  • Time and attendance
  • CRM and Sales platforms

Regulatory and Compliance

Implementation of required regulatory and compliance functions, policies, processes, WOW and roles required by specific regulatory and legal acts and laws

Organisational culture change

  • Organisation Rebranding and internalisation of Brand – Purpose, identity, ethos of the brand
  • Organisational value cascades
  • Coaching for performance
  • Personal mastery
  • Change leadership
  • Execution of Engagement,  NPS and other culture based surveys
  • Culture transformation initiative – Leverage key levers within the organisation culture super structure
  • Culture measurement

Change Management Capability Building

  • Change management practitioner skills and tools
  • Executive Sponsorship programs
  • Personal change ability
  • Change leader ability

Organisational Design

  • Outcome based remuneration model implementations
  • S189 and S197 processes
  • Business reengineering processes
  • Office relocation and remote work
  • Operating model implementations


Frequent questions and answers

When a company changes management it means that it is taking steps to improve the strategy and structure of the business. Because such a huge responsibility lies with the managers, it is crucial that these are some of the most reliable and responsible for the team.

The management change will also help to steer the other members of the team giving them a sense of guidance and direction. All decisions will be to better the business.

The first step to perfecting change is that a plan of action is set in place. In this way, implementation is swift and treated as an urgent matter. This will help to resolve anything that needs resolving and changing towards future prospects.

All management teams and owners will communicate the changes across all departments and include shareholders. Any major decisions made must be communicated with the other stakeholders of the company.

Change comes about as entrepreneurs reassess the state of their business. The same applies to personal change. Once you identify the problems, solutions must begin. It is important to do this in the best way possible that is not only cost-effective but also time-efficient.

Bear in mind that being realistic throughout the process will help define the process. You cannot expect to do an overnight change if the task includes for example renovations to your business offices.

As an entrepreneur, you don’t want to exert all the responsibility on your managers, so where possible, you can try to install what’s needed to achieve the change.

There are many factors considered as change management. Some of these include mergers and acquisitions, structural and organisational change as well as upgrades to the technology and software programs fuelling business operations daily.

There are many advantages when it comes to change management. These include but are not limited to acquiring more understanding and clarity about the impact of this change. It will also steer businesses in line with the resources needed to undertake the change.

Owners can keep up-to-date with the finances to execute change and save time to complete this endeavour. With the entire process, change management will help to get the whole team on par with what’s happening.