Change Initiatives Supported
Change Success Rate
Faster Change Adoption
Reduction in Resistance
And how to be in the successful 30%
It's rarely about the strategy. It's almost always about the people side of change.
Leaders announce change but don't explain the "why." People are left confused about what's happening and why it matters.
Resistance is treated as a problem to overcome rather than information to understand. People's concerns are dismissed.
Changes are designed in boardrooms by executives without input from those who will actually implement them.
People are expected to adopt new processes, systems, or behaviors without adequate training or support.
Too many changes happening simultaneously. People are exhausted and can't absorb another "transformation."
Leaders underestimate how long change takes. Pressure for quick results undermines sustainable adoption.
Organizations that invest in structured change management are 6 times more likely to achieve their objectives and see 3 times higher ROI than those that don't.
Source: Prosci Change Management Research
A proven, people-centered approach to leading change successfully
Our change management methodology is grounded in research (Prosci ADKAR, Kotter's 8 Steps, Bridges Transition Model) and adapted through hundreds of real-world implementations. We focus on the human side of change while keeping the technical side on track.
Change Vision & Case for Change: Articulate compelling "why" for the change
Impact Assessment: Understand who is affected and how
Stakeholder Analysis: Map influence, support, and resistance
Change Roadmap: Detailed timeline with milestones
Risk Assessment: Identify barriers and mitigation strategies
Sponsor Activation: Prepare and coach executive sponsors
Change Coalition Building: Identify and engage change champions
Listening Sessions: Understand concerns and perspectives
Co-Creation: Involve stakeholders in solution design
Influence Network Mapping: Leverage informal leaders
Multi-Channel Campaign: Right message, right time, right audience
Leadership Messaging: Prepare leaders to communicate consistently
Two-Way Communication: Create mechanisms for feedback and questions
Storytelling: Use stories to make change real and relatable
Continuous Updates: Keep momentum with regular communications
Training Needs Assessment: Identify skill gaps
Training Design & Delivery: Create and deliver tailored programs
Leader Enablement: Equip managers to support their teams
Just-in-Time Support: Resources available when needed
Reinforcement Mechanisms: Ongoing skill development
Early Identification: Spot resistance signals early
Root Cause Analysis: Understand what's driving resistance
Targeted Interventions: Address specific concerns
Resistance Conversations: Coach leaders to engage resisters
Consequence Management: Clear accountability for non-adoption
Change Metrics Dashboard: Track adoption, proficiency, and results
Pulse Surveys: Monitor sentiment and readiness
Leading Indicators: Early warning signals
Course Corrections: Adjust based on data
Success Celebration: Recognize and reinforce wins
Reinforcement Mechanisms: Systems to sustain change
Integration into BAU: Make change "business as usual"
Continuous Improvement: Optimize post-implementation
Capability Transfer: Build internal change capability
Lessons Learned: Capture insights for future changes
We have deep experience across all major change types
Typical Scenarios:
Our Focus:
Minimize disruption, maintain productivity, manage talent retention, integrate cultures, clarify roles and responsibilities.
Typical Scenarios:
Our Focus:
User adoption, training, resistance to new systems, process changes, productivity dips, change fatigue.
Typical Scenarios:
Our Focus:
Behavior change, skill development, workflow adjustments, resistance to new ways of working, continuous improvement mindset.
Typical Scenarios:
Our Focus:
Strategic clarity, alignment across organization, capability building, mindset shifts, stakeholder buy-in.
Typical Scenarios:
Our Focus:
Leadership modeling, systems alignment, behavior reinforcement, long-term sustainability, accountability.
Typical Scenarios:
Our Focus:
Stakeholder engagement, early wins, culture assessment, team alignment, communication strategy.
How we partner with you to drive change
Successful change requires clear roles and responsibilities. Here's how we typically structure change management teams:
Your Role: Senior leader who owns the change
Responsibilities:
We provide: Sponsor coaching, messaging support, escalation management
Our Role: Dedicated change management professional
Responsibilities:
Commitment: Embedded with your team (part-time or full-time based on need)
Your Team: 10-50 employees across the organization
Responsibilities:
We provide: Champion training, tools, and ongoing support
Your Team: Senior and mid-level leaders
Responsibilities:
We provide: Leadership coaching, messaging, manager toolkits
Your Team: Technical implementation team
Responsibilities:
We provide: Change-technical integration, impact assessments
Your Role: Internal employee dedicated to change
Responsibilities:
We provide: Mentoring, capability development, knowledge transfer
Organization: 5,000-employee healthcare system | Change Type: Enterprise-wide ERP implementation | Duration: 18-month change program
Replacing a 20-year-old legacy system with modern ERP across finance, HR, supply chain, and operations. Previous technology implementation had failed spectacularly, creating massive skepticism and resistance. Budget overruns, timeline delays, and adoption failures plagued the organization's technology change history.
Comprehensive change management program running parallel to technical implementation:
| Metric | Industry Average | This Project | Performance |
|---|---|---|---|
| On-Time Delivery | 40% | Yes (2 days early) | ✓ Success |
| On-Budget | 45% | Yes (3% under) | ✓ Success |
| User Adoption (60 days) | 60% | 87% | ↑ 45% |
| User Proficiency (90 days) | 50% | 79% | ↑ 58% |
| Employee Satisfaction | 55% | 76% | ↑ 38% |
| Go-Live Issues (Critical) | 50-100 | 12 | ↓ 88% |
"After our last failed technology implementation, we were terrified of this one. Adhigam Avenue's change management approach made all the difference. They focused on people while we focused on technology. The combination worked beautifully. We're now a case study for successful ERP implementations in healthcare." - CIO
Typical engagement models and pricing
Industry best practice: Allocate 15-20% of total project budget to change management for large-scale transformations. Organizations that invest less see significantly higher failure rates.
Example: $10M technology implementation → $1.5M - $2M for change management
Duration: 4-6 weeks
Based on complexity
Duration: 12-24 months
Based on scope & duration
Duration: Flexible (monthly retainer)
Monthly retainer
Research consistently shows that organizations with excellent change management are:
Bottom line: Every dollar invested in change management returns $3-5 in avoided costs and faster value realization.