Change Initiatives Supported
Change Success Rate
Faster Change Adoption
Reduction in Resistance
And how to be in the successful minority
You're facing a major transformation. Maybe it's a merger or acquisition. Maybe it's a digital transformation, new ERP system, or organizational restructuring. Maybe it's a complete business model pivot.
Whatever the change, the stakes are high. The investment is significant. The pressure is intense. And the statistics are sobering: 70% of major change initiatives fail.
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 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 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 objectives and see 3 times higher ROI than those that don't.
Source: Prosci Change Management Research
We have deep experience across all major transformation types
Common Challenges:
Our Focus:
Integration planning, culture assessment and bridge, leadership alignment, communication strategy, retention of key talent, quick wins to build momentum.
Typical Timeline: 12-18 months for full integration
Common Challenges:
Our Focus:
User adoption strategy, role-based training programs, super-user networks, resistance management, go-live support, continuous improvement post-launch.
Typical Timeline: 9-24 months depending on scope
Common Challenges:
Our Focus:
Transparent communication, role clarity workshops, talent retention strategies, leadership transition support, team rebuilding, momentum maintenance.
Typical Timeline: 6-12 months for stabilization
Common Challenges:
Our Focus:
Strategic clarity and narrative, capability building, culture alignment, phased rollout planning, customer migration strategy, pilot programs and learning.
Typical Timeline: 18-36 months for full transformation
Common Challenges:
Our Focus:
Change readiness assessment, training curriculum design and delivery, super-user program, 24/7 go-live support, post-implementation optimization.
Typical Timeline: 12-18 months for enterprise systems
Common Challenges:
Our Focus:
Executive onboarding acceleration, stakeholder mapping and engagement, early wins identification, culture assessment, leadership team alignment.
Typical Timeline: First 90 days critical, 12 months full transition
A proven, people-centered methodology for successful change
We focus on the human side of change while keeping the technical side on track. Our methodology is grounded in research (Prosci ADKAR, Kotter's 8 Steps, Bridges Transition Model) and refined through hundreds of implementations.
Articulate compelling "why," understand impacts, map stakeholders, create detailed roadmap, identify risks and mitigation.
Sponsor activation, change coalition building, listening sessions, co-creation with those affected, leverage influence networks.
Multi-channel campaign, leadership messaging, two-way feedback mechanisms, storytelling, continuous updates.
Training needs assessment, role-based programs, leader enablement, just-in-time support, reinforcement mechanisms.
Early identification, root cause analysis, targeted interventions, resistance conversations, consequence management.
Change metrics dashboard, pulse surveys, leading indicators, course corrections, success celebration.
Reinforcement mechanisms, integration into business-as-usual, continuous improvement, internal capability building.
Assess your change readiness
How many of these statements are true for your organization?
Organization: 5,000-employee healthcare system | Change Type: Enterprise-wide ERP implementation | Challenge: Previous technology implementation failed spectacularly
Replacing a 20-year-old legacy system with modern ERP across finance, HR, supply chain, and operations. Previous technology implementation had failed, creating massive skepticism. Budget overruns, timeline delays, and adoption failures plagued the organization's change history.
| 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
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.