Change Management

Organizations everywhere have been shaken up and transformed forever. Small and big changes are happening every day to make room for a new virtual or hybrid workforce. To continue attracting talent, it’s timely to revisit, revise, and reinvent ways to future-proof the organization. Employers everywhere are jumping on the opportunity to re-evaluate their business strategies and create a dynamic and engaged workforce.

When organizational change is needed, many leaders are eager to create the change but miss important steps for success along the way. Intersol has a three-phase facilitative change management approach that is designed to ensure that everyone in the organization is part of the decision-making process. Employees are pivotal in the success of any change initiative. If leaders don’t listen to them, staff morale is impacted, and the organization’s momentum decreases. When you work with Intersol, here’s a quick glimpse of what to expect.


Phase One is about recognizing and understanding the need for change within your organization. A crucial part of this phase is creating buy-in from key employees and stakeholders. We will work with you to assess your team, department or organization’s readiness for change and establish key performance indicators.

Are you worried about engaging some difficult personalities in the process? Not to worry. We understand there are some real implications for people when confronted with change. And resistance is… well, part of the process. Although some leaders might find that resistors can add a layer of frustration, we see this as a very positive, manageable opportunity to tap into different perspectives. Putting forward a different viewpoint is often seen as hostile or offensive, but it usually comes from a place of passion and caring. The desire to create something great means that different perspectives need to be actively collected.


During this phase, our facilitators help your team begin the implementation process by creating a clear plan. This project plan will outline all the required change management implementations that need to happen, as well as clearly stating the required training needed to help employees and stakeholders embrace and adopt these changes.


The final phase is one that many organizations overlook, a continued implementation plan of change management. It’s very easy to slip back into past habits, which is why our team works with each of our clients to help normalize changes and the behaviours that create success. This approach requires embedding successful changes into existing procedures, systems, and relationships.

Is your organization undergoing a transition or change initiative? Contact us today.