When we hear “organisational change”, we think big:
👉 A new strategy
👉 A company-wide restructure
👉 A multi-year transformation programme
But in reality, change isn’t always massive.
Change is anything new.
Big or small.
Top-level or ground-floor.
Anything that shifts how work is done, even slightly.
A new tool.
A new approval process.
A new way of communicating.
That’s change.
And it doesn’t just happen at the company level.
It happens in departments, teams, and individual roles too.
The Big Mistake
Most companies treat internal change the same way they handle external change.
Let’s say you want customers to stop calling and start using the chatbot.
What do you do?
✅ Send clear comms
✅ Time your reminders
✅ Make onboarding easy
✅ Deliver a better experience (because let’s be honest, no one wants 20 minutes of hold music)
Eventually, people switch — because external change is a monologue.
You speak.
They listen.
Or they don’t.
But That Doesn’t Work Internally
You can’t campaign your way into team buy-in.
Because internal change is a dialogue.
Your people don’t just need to hear the message.
They need to believe in the future it promises — and see themselves in it.
They need to:
✔ Take ownership
✔ Feel trusted
✔ Know their role is vital
✔ Understand how it helps them (not just the business)
✔ Be part of the solution
Activation Over Compliance: How to Make Change Stick
Once the big picture is shared and your team understands why things are changing, you need more than agreement.
You need energy.
You need ownership.
You need movement.
And that doesn’t come from more top-down messaging.
It only happens when your team feels genuine ownership — and starts to:
Spot issues early
Rally together
Bring back real solutions (not just more problems)
And do it again and again — as habit, not exception
That’s what embedded change looks like.
Not a one-off push.
A new standard.
From Dependency to Ownership: What It Looks Like in Practice
Imagine your team sees something isn’t working.
Instead of escalating it and waiting…
They come together.
Frame the issue.
Explore the options.
Then present three commercial solutions — ready for your decision.
You stay focused on strategy.
They take care of the tactics.
That’s bottom-up activation in action.
How Do You Get a Team Like That?
You build it.
We help you do it.
The Art of Teams Insight to Action System teaches your team to own change — and continuously improve without constant handholding or spoon-feeding.
They’ll learn a repeatable process that becomes second nature.
And over time?
You get a high-functioning, problem-solving, accountable team that drives change from the inside.
Here’s a sneak peek…
Ready to Make It Happen?
📅 Book a 30-minute chat with me here
I’ll walk you through how the Insight to Action System works — and how it could unlock real traction in your team.
Let’s make your team change-ready!
Able to adapt fast, solve problems early, and keep moving.
Thanks for tuning into this one.
Catch you later!
-Loell
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