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Are your teams prepared to embrace and drive change, or are they resisting it?
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Does learning feel like an afterthought in your change initiatives?
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Are you looking for a proactive way to equip your people for success, from the very start of a project?
Change isn’t just about new strategies or systems—it’s about people. Embedding Learning & Development (L&D) early in your change projects ensures that your teams have the skills, mindset, and confidence to adapt, collaborate, and thrive.
Why Invest in L&D Early?
Reduce Resistance
Teams are more likely to embrace change when they understand and are equipped for it.
Accountability
Skills development during the project accelerates the transition to new ways of working.
Sustained Success
Teams are more likely to embrace change when they understand and are equipped for it.
Empowered Teams
Skills development during the project accelerates the transition to new ways of working.
How I Help
1. Building Awareness and Alignment:
Workshops for Change Leaders: Equip leaders in the Change Management methodology used and the tools to effectively communicate the “why” of change to all stakeholders
Stakeholder Engagement: Workshops and Facilitation services to ensure that all Stakeholders are identified early and engaged appropriately.
Team Awareness Sessions: Help teams understand the need for change and their role in making it successful.
2. Developing Skills and Confidence
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Change Agent / Champions Programmes: Identify and develop internal advocates who can drive engagement and adoption.
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Develop Pilot Programmes: Test learning approaches during UAT for example, using valuable feedback to enhance content and delivery to create even more effective End-User / Customer training.
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Skill-Building Workshops: Provide targeted training on new processes, tools, or behaviors required for the change.
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End-User / Systems Training: Develop and deliver amazing, role-based end-user training that ensures users / customers / partners gain not just exposure, but confidence and measurable competency with new systems / processes, ensuring the sustainable success of the change.
3. Embedding and Sustaining Change
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Coaching and Support Programs: Offer one-on-one or team coaching to address challenges and reinforce learning.
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Continuous Learning Initiatives: Create ongoing development opportunities to ensure skills stay relevant and change sticks.
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Personal Transformation Workshops: Use frameworks like Business Model You to help individuals align personal goals with organizational change.
“Phil joined us a key resource in 2019 to help us with the transformation programme implementing and revitalising the technical training and competency programme for our operational engineers within NATS, particularly ,focussing in on the Service Management services.
Working within a dynamic and challenging environment, Phil produced some excellent learning content which has been received exceptionally well with our customers and learner community.
Taking a holistic approach to the needs of our learners, he truly considered the most effective delivery methods and how to best support this community, producing a highly regarded blended learning portfolio.
Phil built up strong relationships with the subject matter experts, working closely with different teams for effective knowledge transfer and was thorough in his approach to defining, documenting and demonstrating alignment with competencies.
Responsible for planning the approach, timescales and deliverables, Phil worked well with the projects to ensure outcomes were met.“
Louise Kelly, Head of Airport Delivery at NATS
