🎯The UK’s most-searched OD issue right now: building 'change-ready' organisations amid AI-driven transformation without burning people out!
- Ian Kirkby
- Aug 13
- 2 min read
If you’re juggling multiple change programmes while sensing change fatigue, you’re in the mainstream:
- 98% of UK CEOs expect to make material changes to their business/operating model this year, pushing transformation to the top of the agenda. (PwC).
- Inside organisations, change fatigue is a top barrier. 44% of internal communicators rank it among their biggest obstacles for 2025 (ioic.org.uk).
- Employees are feeling the load. A global PwC workforce study found 62% experienced more workplace change and 45% higher workloads year-on-year.
- Upskilling (especially in GenAI) is rising fast (Reuters).
HR trendwatchers warn that the volume and pace of change are overwhelming. This is eroding trust and damaging outcomes unless fatigue is actively managed (Gartner).
🧠The OD question isn’t "how do we do more change?"- it’s “how do we build change capacity while protecting energy and performance?”
💡Here are some practical steps you can start this month:
- Create a visible 'Change Portfolio.'
List every live initiative, owner, audience, timeline, and expected benefit.
Cap concurrent changes per team to prevent overload.
Review monthly at SLT.
- Adopt a 'capacity before cadence' rule.
For each team, estimate weekly capacity and change demand.
If demand > capacity, re-sequence or stop work.
Publish the decision and rationale.
- Focus on outcomes-based governance.
Replace activity RAGs with 'benefit measures' (e.g., cycle time, NPS, error rate).
Keep a scorecard per initiative; review in 15-minute stand-ups.
- Design for adoption, not announcement.
Co-create with user reps; run quick pilots.
Communicate 'why/what/how/when' in plain language.
Assign local champions with 10% protected time.
- Upskill for GenAI & change literacy.
Offer short (2–4 hr) sprints on prompt skills, data stewardship, and 'how to lead through change' for managers.
Tie learning to real workflows and tools.
- Incorporate fatigue management.
Measure sentiment and workload monthly.
Enforce focus blocks and meeting hygiene.
Fix 'no-change windows' around key dates.
- Tell the benefits story early and often.
Every comms piece answers: “What improves for customers/colleagues? By when? How will we know?”
Note: I have attached the above steps as a PDF for ease of reference.
💡Why an external coach/facilitator helps:
✔️Objectivity
Surfaces hidden overloads, political constraints, and risk in the change portfolio.
✔️Speed to habit change
Turns strategy into leadership routines.
✔️Capability transfer
Upskills managers in change literacy while delivering.
✔️Measurable ROI
Fewer stalled initiatives, faster adoption, improved engagement
✔️Innovation
Can bring the best practices from other sectors to bear.
Tip: Use Kotter's Change Steps and the J&S Cultural Matrix to guide changes.
As always, get in touch to learn more about how Aspire MCL can help you and your business fulfil your potential!
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