• Anything that’s dependent on people working in a new way typically needs a considered change management approach.
• Sometimes it’s not an obvious change opportunity:
  • You want to increase sales or bring a new product or service
  • You want to improve processes, introduce new technology or restructure teams
  • You want your teams to align on shared goals, working collaboratively
• Change is the engine room of implementing a strategy

• Communication drives everything.
• Typically that could look like:
  • Communicating regularly and proactively during change to build trust, sometimes even when there’s nothing new to say to keep dialogue open
  • Tailoring communications to the different communities and audiences we’re talking to for greater impact
  • Communicating at the right time and using the right channel so messages resonate with people
  • Being visual whenever possible
  • Joining up change interventions to create one holistic change experience for your people
• We start by explaining the why. So, every time we’re asking people to do something. Why? What are we driving towards? Why is it important for all of us? and most importantly of course, ‘what does it mean for me?’, treating people as individuals

• We work together with you to deeply tailor solutions to your context
• We ask questions to find out about your culture, your operating context, how previous change has landed, how your people feel about change now and what expectations the business might have
• Listening to your answers and understanding your situation are critical to creating a bespoke solution that’s right for you and creating the conditions for success

• Based on what we’ve learnt about your organisation, we co-create solutions unique to your context and, what you want to achieve. We focus on achieving outcomes, delivering tangible value early and regularly
• Where possible, working with people who will be impacted by change to shape solutions, creating ownership. Managers for example, are key to the change effort, because they sit in a unique position between operational reality and strategy
• It also means your change is grounded in real life, because it’s been co-created by those who will ultimately be responsible for embedding it

• We work in partnership with your people to upskill you to sponsor and lead change effectively building a lasting change
• That could mean helping leaders to be more visible and inspire their people to move to new ways of working, helping your managers to create the motivation, skill and opportunities for people to work in new ways.
• Embedding change so it sticks is all about being clear on what success looks like and how we’re going to track towards it. Aligning leaders on one clear change narrative and north star,creating a joined up change experience for your people
• We adopt flexible, iterative approaches, pivoting as we gather new insights during the change process or as your business changes

• Our name is based on the Latin word, una meaning together. We believe in the power of collaboration so everyone succeeds to drive shared ownership for better outcomes
• ‘Together’ also exemplifies how we work internally as a consultant team, combining our skills and collaborating to deliver solutions tailored to your needs

• People-led means that the people who are going to be impacted by your change have a chance to share their voice, or where possible shape what that change looks like, and how it’s implemented
• Their insights mean that it’s much more effective because it’s deeply tailored to operational reality
• Change is an emotional experience. We take our human self to work. So we need to appeal to people’s hearts and minds
• Our Diagnostic Tools are designed to provide a conduit for the voice of your people, so they feel heard and can see their feedback turned into action

• It’s important to measure the effectiveness of your change interventions
• Baselining data, measuring improvements over time from specific interventions and quantifying the effort that you’ve made, can help us make more objective, effective decisions that improve your programme overall
• Our Diagnostic Tools enable data-driven decision-making

• Implementing change is about focusing action and effort towards a series of micro nudges that take us to the best outcome. It’s not necessarily about one big change, but incremental improvements and working with your people to refine solutions based on end user feedback.
• It’s not about getting everything perfect until you go out into the world. Agility is about having an adaptive, growth mindset and being willing to pivot when circumstances change, which they inevitably do

• People experience change in different ways and as individuals. So we work with the different communities in your organisation who are impacted by the change to co-create solutions that are right for them.
• It’s about being fresh and dynamic and creative, meeting you where you’re at, and delivering a solution that’s tailored to you

• Managing change effectively is an essential lever to deliver strategy
• It anchors your delivery effort on outcomes, bringing your people together behind shared strategic goals, unlocking and expanding individual and collective potential
• We work with you to create the optimal conditions for your people to move the organisation forward, delivering on your strategic goals

Our vision

To improve the employee experience of change to make the world a better place one nudge at a time.

Our mission

To enable organisations to be capable of delivering a people-led experience of change to achieve business goals.

Our values

• Collaboration – we take time to understand each other’s and our clients’ unique context to deliver tailored solutions
• Excellence – we always strive for best in class, we bring latest industry thinking and we are expert Change professionals
• Simplicity – we make the complex simpler
• Kindness – we treat others as we would like to be treated ourselves.