Intelligent industry and digital society come true when people start to do things in a new way.

Change management

Each change requires capacity from the organization, from change makers and those who need to change their ways of working. Yet, capacity is limited.

a woman and two men in front of a greenwall discussing

Succeed in people-driven change

No operating model nor process will change – no new technology or application properly taken into use – until people change their mindset and behavior, and thus, change their organisations.

Change always involves a whole lot of work to get people to let go of the old and permanently change the ways of doing things. The most important factor impacting the success of change initiatives is always the human being. The objectives are only met if people change their ways permanently. Implementing change is all about doing things, hands on. It is unrealistic to expect that the key persons in the program, project or transformation could successfully implement change along with their other duties.

Our change execution services complements your team with a seasoned change professional, who knows exactly what to do.

Examples of our customers references​:

  • Strategy renewals​
  • System or application implementations​
  • Building agile organizations​
  • Transformations in ways of working and culture​
  • Embedding sustainability into leadership and culture​
  • Process re-engineering and implementations​
  • Mergers and acquisitions​
  • New organization structures and role concretizations​
  • Building cybersecurity cultures​

Our services

Change execution

We get things done, instead of only telling what to do. We ensure, verify, and persistently push for the change to happen. We identify how a program or project affects people working in different roles, and plan the means and actions needed to help people adopt new ways of thinking and working as smoothly as possible.

Examples of our service:​

  • 2-month change implementation start service​
  • Change implementation support as a scalable, continuous service​
  • Resource pool for supporting organization’s change initiatives

Change capability development

The most competitive organizations are the ones with people who have the capability to lead, implement and adopt change repeatedly, and people perform better during a change, work is less straining, business keeps rolling and changes are implemented with less friction.​​ The organization learns company’s way to implement changes, and there is no need to re-invent the wheel for each change. ​

Examples of our service:​

  • Organisation’s change capability analysis​
  • Role-based development paths and trainings as part of organisation’s competence development offering​
  • Change implementation toolkits​
  • Building management models and practices

Change portfolio leadership

Each change requires capacity from the organization, from change makers and those who need to change their ways of working. Yet, capacity is limited.​​ An analyzed, structured, and up-to-date overview of the change portfolio supports decision making and helps to coordinate individual initiatives​.

We prevent an overload of changes and ensure sufficient resourcing. We coordinate, optimize, and prioritize the portfolio of the simultaneously ongoing change projects to reach business goals.​

Examples of our service:​

  • 2-month service to start change portfolio management​
  • Leadership team sparring to adopt change portfolio practices and their role​s
  • Change portfolio management as a continuous service

Change measurement

What is a trustworthy way to know how the change is progressing? Are people, who are being impacted by the change, changing their behavior? Where are we now compared to the targeted benefits?

Tracking the progress of people’s perception and behaviour enables leading the change with data​. We measure how people perceive the change, how people change their behaviour and how the aimed benefits and targets are met. Our unique Celkee Insight perception measurement tool is based on behavioural science research.

Examples of our service:​

  • Defining the change targets and metrics​
  • 6-month service to start and run change measurement​
  • Trainings/sparrings to lead change with data

The two sides of change

Technical side of change​

How to deliver the expected outcomes, ​such as processes, systems or organisational models in the agreed schedule and budget, and with the allocated resources?​

There are always two sides in change. Like in any system renewal there is a project team that works towards execution, in the agreed schedule and budget, with the allocated resources. This is the mechanistic or technical side of change. The more straightforward and predictable side of change.

People-side of change​

How to make people change the way they think and act on a daily basis and learn away from the old routines, in order to achieve the targeted benefits?​

The other side – the human side of change – in turn, is more complex and less predictable. How so? Because we are talking about people, who all have different experiences from earlier changes, a different way of dealing with change, differences in maintaining their capability to act during change, different workload, and on top of everything – own feelings. The human side of change is all about how we can make people change the way they think and act so that we achieve the benefits targeted by the change.

Ready to start? We are ready when you are!

Auli Packalén

Director of Brand and Offering

+358 40 845 3045

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