Are you match-fit for continuous change?
Change isn’t just a process, it’s a form of intelligence
"Rich generated the most positive feedback of any third party we’ve hired. He has a unique ability to connect with people, and the learnings have become a living, breathing thing inside our business."
"Rich changed how we approach our customers. The workshops were fantastic – the right mix of fun, story-led change experiences, and a driven agenda. As a direct result, the very next day we won a major contract with a prospect we had been chasing for some time. "
"Rich was instrumental in steering us through an unprecedented period of change as we restructured pretty much everything about our business model!"
"The whole concept of Change Intelligence really resonated with our leadership team. And Rich was outstanding, blending his own experience with relevant research, and delivered with humour and empathy. He is a true thought leader."
High Performance Change Specialist
Rich has been leading change with some of the world’s most innovative organisations for over 25 years, in roles that have included CEO of a multi-national, head of a 1b euro supply chain, and founder of the High Performance Change Programme. Having worked as a change manager, a programme manager, and a change sponsor, he has direct experience of the challenges organisations face when they only prepare people for change on a project-by-project basis. That led him to discover that change isn’t just a process, it’s a form of intelligence. And having seen the effects of how that re-positioning of change helps organisations become match-fit for continuous change, Rich is on a mission. And that mission is to help as many people as he can enjoy rather than endure the ever-increasing levels of change that lie ahead for everyone.
Sarah has more than fifteen years’ experience in HR providing HR advice and support to a variety of industries such as Business Services, Publishing, Education and Healthcare. Having worked in a range of in-house roles covering mergers and acquisitions, organisational development, HR service delivery and employee relations, she has most recently worked as a consultant for a number of businesses providing support across all stages of the employee experience, as well as helping to develop the High Performance Change program. Regardless of whether you are an established business with an in-house HR team, a start-up or SME, Sarah can provide support and guidance where required. As a Chartered Member of both the CIPD and the Human Resources Institute of New Zealand, she adds value to her customers’ businesses through effective and pragmatic guidance and growth and development of its people.
The High Performance Change Programme
An integrated programme of workshops and coaching sessions that raise people’s change intelligence by helping them get out of their own way. They can then see the significant personal benefits that accrue from embracing change.
Rich is a highly experienced presenter, blending his practical knowledge, observations and ideas with a challenging, humorous, and sometimes irreverent approach, which audiences find both highly relevant and entertaining.
Rich has walked a mile in the shoes of those he mentors. He has the empathy and credibility to help senior executives become the leaders they aspire to be.
Wth roles including multi-national CEO, global head of supply chain, and director appointments in Europe and Australasia, Rich brings a wealth of diverse experience to advise leaders on strategy, operations, leadership development, and organisational agility.
This involves a comprehensive review of your current systems, review against current legal requirements and best practice, identifying risk areas and advice on closing the gap.
General HR Advice and Guidance
On policies, contracts, procedures, handbooks etc.
Recruitment and Selection
Advice on all aspects of the recruitment and selection process adapted to most appropriately support your business.
Performance Development Programs
Guidance on performance management and development through the employee life cycle.
Supporting the most appropriate organisational change and development to support your business and its people.
Support and guidance in dealing with any issues that arise during employment.
The high performance change model
The High Performance Change Model explains what Change Intelligence (CQ) is and how it works. It’s founded on a simple principle: those who embrace change are progressing, and those who don’t are regressing. The model identifies 6 levels of Change Intelligence, and users can judge for themselves a) their current level, and b) the level they need to attain. Each level is logically linked to the levels above and below it, and whilst multiple levels can be experienced concurrently, it is likely that there will be one emotional state that will dominate.
|Level||Reaction to Change||Super Power|
|Progressing||Freedom||Chance to realise our potential||Self-Actualisation|
|Belonging||Chance to succeed together||Selflessness|
|Value||Chance to succeed||Self-Esteem|
|Regressing||Self-Doubt||Chance to fail||Self-Awareness|