Change management · Training · System adoption
Business change harder than planned?
We take over the people side of your change: the plan and the training, from wherever you are. Before the build, in the middle of it, or after a go-live that didn't stick.
The problem
Sound familiar?
The deadline is fixed. Your capability isn't.
The regulator set the date. The skills, systems and people to meet it weren't ready.
Training came last.
It was squeezed in after the build, or skipped. Staff learned the basics, then nothing.
Nobody owns it end to end.
The project team owns the system. Operations own the work. Nobody owns the gap.
The sponsor signed it off, then disappeared.
Without visible leadership, staff read the change as optional.
People are worn out by how change is run.
Unclear goals, moving dates and no say in it.
The old way is still running underneath.
Side spreadsheets and workarounds keep the legacy process alive.
Sources: NAO: digital transformation in government, Mar 2023 · NHS England EPR usability survey · HSSIB EPR review, Nov 2025 · Gartner: change fatigue, Feb 2024 · Prosci: Best Practices in Change Management, 2023
Join at any point
Before, during or after. We start where you are.
Before the build
Set the change plan, readiness measures and training design alongside the configuration.
During the build
Join the sprints, take over change and training, and get the programme back on track.
After go-live
Find out why staff aren't using the system, rebuild the training and close the gaps.
What we do
Two jobs. One result.
Run the change
We work inside your configuration and sprint cycle, and own the plan, the guardrails and the daily targets.
Build the training
From scratch, at any stage, in difficult circumstances. Built from real work, checked by your experts.
The result: adoption
People using the system the way it was designed. We measure it, and we don't stop at sign-off.
How we work with you
What makes the outcome predictable
For the people side. No gap between the project team and operations.
And a direct line to the sponsor. Decisions in days, not committee cycles.
Written into scope. Training that's right first time.
And a weekly sprint review. You see progress, or problems, every week.
Who we are
Qualified professionals, not someone who knows where the buttons are
Teaching qualifications (PTLLS, CTLLS, DTLLS), a degree in Communication Psychology, and 15+ years of systems change in the NHS, utilities, police, defence and banking. We use recognised methods: ADDIE for training design, the ADKAR methodology for change.
Done before
Before, during and after
Before · Yorkshire Ambulance Service
No structured training existed at all.
What we didBuilt it from zero: 600+ staff trained, 6 manuals and 40 quick reference guides.
During · Metropolitan Police
A mass rollout to experienced officers, under live operational pressure.
What we didRan four training rooms at once and rebuilt content mid-rollout.
After · Bradford District Care NHS Trust
Clinical staff were refusing to record their work in SystmOne.
What we didFound the five root causes and built the fix. A second phase was commissioned.
task-level eLearning modules for London Ambulance Service.
enterprise platforms adopted at Yorkshire Water, then extended to contractors.
financial systems learned by around 90 agency staff at a UK retail bank.
Much more how I want our training done.
Clinical lead, Bradford District Care NHS Trust
Sectors
Start with your sector
Next step
Tell us where your change is stuck
Day rate or fixed-price project, quoted against scope.
Recruiters & delivery partnersChris Whitaker is available for contract programmes.
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