Making a measurable difference


Minimise any negative outcomes and increase your positive results with our change management process today!


What is the definition of Change Management?

Change Management is a structured approach that leads transitioning individuals, teams and organisations through change. It is applied in situations of downsizing, growing or adding new technology to continue achieving business objectives.

Why is Change Management Important?

Whether the change is strategic, tactical, technological or leadership based it will have an impact on staff, processes and overall performance. Having a process in place will minimise any negative outcomes and will increase your positive results.

Why integrate Change and Project Management?

Despite being separate disciplines, both change management, and project management work hand-in-hand. The amount of effort required for change and project management is determined by the size and complexity of the project/initiative.

Why Is Our Approach to Change Management Different?

Our change endures

To ensure that change can be managed and sustained we appoint internal change agents within your organization. They are then provided with ‘toolkits’ of practical techniques and approaches. This reduces the reliance on external agents and saves time & money.

We save time & money

The success of your business depends on 20% process and 80% people and not solely on structure and processes. Our approach assists organisations in anticipating the emotional reactions of stakeholders, allowing pre-emptive measures to be taken to minimize delay.

We offer measurability

We know that organisations want to know what they are spending money on and how effective the programme will be. Consequently, we also offer tangible evidence of measured change in a report form if required. There is nothing more important to us than a return on investment.

We are results driven

We calculate the options and go for the most efficient and most productive routes. All of our decisions are thoughtful and backed with confirmation and contingency. If we feel that the results are not achievable we will raise these concerns with the proposed solutions.

change management

Up-Time’s Change Pyramid

This is where we start. We meet with the heads of the organisation and work with them to identify what type of change is needed and what approach we will take in terms of the change management. It is important that we then familiarise ourselves with the organisational structure and work within the structural framework to create a smooth transition during the restructuring process. This process provides us with an in-depth knowledge of the business and enables us to customise our approach going forward.

We facilitate the transition between the old process or system and the implementation and operation of the new one by following a three-phased approach from the current state through to future state.


  • Stakeholder Analysis
  • Change Readiness Assessment
  • Resistance Assessments
  • Skills Assessments
  • Change Characteristics Profile
  • Organisational Attributes Profile
  • Change Management Strategy Guidelines
  • Change Management Team Structure
  • Sponsor structure and responsibilities


  • Communications Plan Implementation
  • Sponsor Roadmap
  • Coaching
  • Resistance Management
  • Master Change Management Plan
  • Project Team Activities
  • Social Media
  • Roadshows
  • Workshops
  • Newsletters
  • ADKAR Workshops


  • Compliance Audit Reports
  • Corrective Action Plans
  • End-User Satisfaction Survey
  • After Action Review
  • Close Out Report

When it comes to culture and change management, it is crucial that all members of the organisation are on the same page when it comes to the corporate culture of the organisation. Change often brings instability and a sense of imbalance so it is extremely important that the business remains as a unit during this time and overcomes the challenges together. The third element of our programme focuses on this cultural unification.

Within all the areas of transition is one common level – people. As qualified Prosci Change Management Practitioners, we know how threatening change can be for employees and how this can affect the day-to-day running of the business. As a result, we work with individuals on a 1-on-1 basis, depending on the needs of the organisation, in order to create successful change through Prosci’s ADKAR Model:

  • Awareness of the need for change
  • The desire to participate and support the change
  • Knowledge on how to change
  • Ability to implement required skills and behaviors
  • Reinforcement to sustain the change

We assist individuals in learning how to use the ADKAR model to deal with change on a personal level. Similarly, the process and structural change are supported by a solid communications strategy that we employ throughout the change management programme.