Afiniti Insights

Don’t Face Change Alone: The True Value of Change Management

2024 is shaping up to be a whirlwind year: a landscape brimming with opportunity, yet fraught with economic uncertainty and breakneck technological advancements. To keep pace and remain competitive, organisations can’t afford to stay still; they need to change. And bringing in an expert – a partner in change – can help them unlock the true value of change management and the full potential of their investment.

Why not use internal teams?

Planning a change programme? It’s natural to want to lean on your internal teams. They know your business inside and out, and it seems like a cost-effective option on the surface. But here’s the thing: managing successful change is a very unique challenge, one that requires a specialist skillset and an objective perspective that many internal teams lack. And, if a change project isn’t delivered properly and embedded fully, then significant time, effort and cost is wasted. That’s where a change partner can provide true value and create savings in the long-term.

80% of respondents report their organisation is near, at, or past the point of change saturation.


Imagine your change partner as a seasoned co-pilot, steering your company through unknown territory. And, whilst they can’t quite fly a 747, they do have the much-needed blend of expertise, experience and that fresh outside perspective to help you achieve your desired outcomes and dodge the potential pitfalls that come with change.

So, how can you get the most out of this partnership to ensure you see the value of change management and a return on your investment? Here’s how a real change partner makes change work for you:

  1. Honesty First: Before diving into change, a true change partner gives you a reality check. What are you actually trying to achieve, and is change truly needed to achieve it? What will your specific change look like? Will it fit your company’s values and goals? They’re not afraid to challenge assumptions and ask the hard hitting questions, making sure your change journey is one that is right for your business.

  1. Budget-Wise: Change isn’t free – there are major time and resource costs beyond the financials. But your partner can help you spend wisely. They’ll find cost-effective strategies and, importantly, prioritise the must-haves, so you get the most bang for your buck. And, when needed, a few ‘nice to haves’ too! They’ll help you navigate the balance between ambition and pragmatism, ensuring your investment yields measurable results.

  1. Stay Focused: Introducing something new is tricky when you’re constantly distracted by the endless requirements of your current day-to-day, but your partner will keep your eyes on the prize, ensuring you stay on track toward your goal. They’ll help break down the complex into the manageable, celebrating milestones along the way, all while keeping your people motivated and engaged.
  1. Roll with the Punches: Things rarely go exactly as planned with change, and things won’t stay the same throughout – that’s kind of the point! A true change partner takes an agile and flexible approach to the relationship so they can help you to rapidly adapt to unexpected twists and turns. They’ll be your constant sounding board, providing honest expert advice, even if it’s not always the advice you’d hope to hear.

  1. Put People First: Change effects everyone, whether you realise it or not. Your partner will ensure your team feels heard, valued and ready to embrace change. After all, happy employees are the key to success, so putting them at the heart of your change goes a long way.

  1. Empower Your Team: Your change partner shouldn’t just swoop in and fix things. They’ll teach your team how to navigate change, building your internal capability so you’re ready to handle future challenges on your own. Of course, there will be a few wobbles at first, but soon your team will be confident to carry the change through to completion and beyond. A true change partner ensures dependency is avoided from the outset.
  1. Make Change Stick: Short-lived change is a waste. If your change doesn’t truly stick, you won’t see the full benefits and you’ll waste endless hours circling back to try again – or worse, you might completely revert to your original state. Your partner will help you implement lasting changes—ones that can be measured and become part of your company’s DNA – so you can confidently move onto your next initiative, safe in the knowledge your previous efforts are embedded.

  1. Keep Everyone in the Loop: Open communication is crucial. Your partner will make sure everyone is informed, involved and inspired by their part in the process. And on the flip side, it helps avoid nasty surprises. Great change consultants use data consistently to do this, responding to the conversation on the ground by creating personalised content that has real meaning to those consuming it.
  1. A Strategic Safeguard: Change is risky, and it’s easy to feel overwhelmed by the ambiguity. Good change partners have been through it all before, so you can lean on their experience to spot potential roadblocks and create backup plans to minimise disruptions.

  1. Build a Partnership: Change partners are more than consultants; they’re trusted advisors invested in your company’s success, able to leverage their diverse specialist disciplines as required. That investment goes beyond the lifecycle of the project. By working together, you’ll create a powerful team capable of achieving results that deliver. 

Your Values-Driven Partner in Change

Projects with excellent change management were 7 times more likely to meet or exceed project objectives than those with poor change management.


Ready to explore the possibilities? Contact us to schedule a call with a partner and discover how we can help you unlock the value of change management to realise your desired outcomes.

Joseph Boyd
Joseph Boyd
Senior Consultant
Joseph is an adaptable and committed Communications Consultant with experience in a range of industries. Joseph has worked with global teams and understands how to use strategic storytelling with cultural awareness and sensitivity in mind. He has assisted and coordinated the implementation of change programmes, embedding best practice processes to enable functions to work in more efficient and quality driven environments.  
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