WHY WE CREATED CHANGEABILITY
Empowering Organisations to Thrive in Constant Change.
Change is hard but necessary
From a neurological perspective, the human brain tends to resist change to maintain stability. This natural resistance can slow down or derail even the most well-planned change efforts. However change has become a fundamental part of our business operating environments.
Lived experience.
Our work has shown that change readiness varies greatly between individuals, with some thriving and others struggling to adapt. Understanding this variance is key to managing change effectively.
Gap in the market
Existing tools do not fully capture the complexity of people’s changeability. The missing link is the dual focus on inner preference (how people feel about change) and demonstrated behaviour (how they act). This gap inspired the creation of Changeability.
Leveraging top expertise
The Changeability tool was developed to meet the highest psychometric testing standards regarding reliability, factor structure, and validity.
THE COST OF CHANGE DONE BADLY.
Many organisations assume that change is simply a matter of strategy, systems, or project management.
However, the real challenge lies in managing the human side of change - a factor often underestimated. Leaders may believe that clear directives and new processes are enough, but without addressing employee resistance, trust, and engagement, change initiatives are doomed to fail.
Research shows that 70% of change efforts fall short, primarily due to poor handling of the human element. Ignoring how people react to change leads to higher turnover, disengagement, and lost productivity, all of which severely impact long-term success.
The five dimensions of Changeability are crucial for the effective implementation and management of change at an individual level. Each dimension plays a unique role in ensuring that change is not only implemented but also embraced, leading to lasting and positive transformations
THE FIVE DIMENSIONS OF CHANGEABILITY
CHANGE HUMILITY
Recognising one's own limitations and the need for continual learning and adaptation. This humility is key for personal growth and effective change management.
CHANGE VISIONING
The ability to envisage and articulate a clear and compelling future state. It's about understanding and communicating the 'why' and 'what' of change, providing direction and motivation.
CHANGE CHAMPIONING
Actively supporting and advocating for change. Champions of change inspire others, overcome resistance, and drive momentum.
CHANGE EMPATHY
Understanding and being sensitive to how change affects others. It's about listening, showing compassion, and helping others through the transition, thus fostering a supportive environment.
CHANGE RESULTS
Focusing on achieving tangible outcomes from change efforts. This involves setting clear goals, measuring progress, and adapting strategies to ensure effective implementation and success.
“The ultimate goal of any change initiative is not only the implement the change, but ensuring that it is embraced, leading to a lasting and positive transformation.
Failure to achieve this leads to stagnation, loss of talent, and an inability to innovate - leaving organisations at risk of irrelevance and significant financial and reputational damage.”
Sarah Jane Last
Founder & Business Psychologist
The Dual Lens Approach: Inner Preferences vs. Demonstrated Behaviours.
WHAT MAKES CHANGEABILITY DIFFERENT
Recognises the complexity of human behaviour
Changeability goes beyond observed behaviour, uncovering the deeper motivations, blockers, and hidden talents that standard behavioural assessments often overlook. It enables a more nuanced understanding of how individuals respond to change.
Encourages self-reflection on behaviour gaps
By assessing the gap between inner preference and demonstrated behaviour, Changeability facilitates self-awareness, helping individuals understand why they may not be fully realising their potential and what’s holding them back.
Actionable insights for organisations
It helps organisations recognise where they might be inadvertently stifling positive change behaviours, providing clear guidance for targeted actions to foster adaptability and drive growth within teams.
Coaching and development guidance
Highlights where coaching or tailored development can remove personal blockers, empowering individuals to align their behaviours more closely with their natural preferences and strengths.
WHAT MAKES US DIFFERENT
Proven Expertise: We’re an award-winning people-first business psychology consultancy dedicated to helping individuals and organisations thrive in an ever-changing world.
Scientifically Validated Tools: The Changeability™ assessment is rigorously developed and validated through psychometric testing, with high internal reliability (r = 0.90) and concurrent validity against industry-standard tools such as Hogan.
Holistic Approach: We blend psychological insight with real-world business experience, delivering assessments that go beyond surface-level metrics to drive true behavioural change and leadership growth.
Global Reach: Our work spans multiple industries and sectors, supporting organisations and leaders across the globe to embrace agility and lead effectively in dynamic environments.
THE TEAM
