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Change Management & Transformation
Change that sticks.
Change isn’t just about new systems, processes, or structures, - it’s about people.
Change is no longer a one-time event. It’s a constant reality of doing business. Yet even the best strategies, technologies, and plans fail without one critical element: people who are ready, willing, and equipped to change.
Change management bridges the gap between strategy and execution by helping individuals and teams embrace new ways of working, adopt new technologies, and align around a shared vision of the future.
Why It Matters
Change Management & Transformation is the discipline of helping individuals and organizations move from where they are to where they need to be, while maintaining clarity, trust, and momentum.
At SEQTEK, we believe transformation succeeds when people are brought along the journey, not pushed through it. We use the ADKAR framework (Awareness, Desire, Knowledge, Ability, Reinforcement) to guide every stage of change from the first conversation to full adoption.
Even the best strategies and technologies fail if people don’t adopt them. Resistance, confusion, and burnout are the hidden costs of unmanaged change.
70% of change initiatives fail due to resistance or lack of management support (McKinsey).
We align change with human behavior - helping individuals understand, accept, and adopt new ways of working through a proven, structured approach.
Awareness is the first brick laid in the foundation of the change. It starts the journey for everyone impacted.
Employees want to know why the change is happening and what impact it will have on them personally.
Announcements that a change is happening is not the same as people having an awareness of the need for the change.
Transparent, early communication displays that leadership respects employees enough to involve them. This fosters a culture of openness, accountability, and trust. Start by crafting a clear and compelling case as to why the change is needed.
The second step in ADKAR is to develop a personal desire for the change. Desire is the personal yes to adopt and implement the change that has been identified.
This step is often overlooked and communicated as “because this is what management wants to do” which lacks the motivation to gain buy-in. Desire is internal, emotional, and highly personal. Desire is building the necessary motivation and connection between the change and the individual goals of the people impacted.
Knowledge transforms desire into a path forward. Desire requires direction and people who want to change will want to know how. It’s not just about tools and processes. Understanding how to succeed in the new environment should be communicated in different channels.
Knowledge bridges vision and action. Resources should be targeted, accessible, and intentional to increase the new way of working and communicating. Confidence comes from clarity.
Ability is often misunderstood as merely having the knowledge. Most organizational change efforts stall out here. Knowledge is theoretical and ability is practical. It’s the step where training is tested, and performance begins. This stage provides the desired outcomes you set out for in the beginning with awareness.
Results can be measured, tested, and improved upon. Successful ability requires application, feedback, and real time support to ensure the change is delivering the desired outcomes.
Change is planted in ability, and grows roots through reinforcement. It’s where short-term change becomes long-term practice. It ensures new behaviors stick and momentum continues to grow. Change isn’t complete when it goes live, it’s complete when it survives.
People tend to default to old habits unless there are consistent cues, rewards, and consequences that reinforce the new behaviors and processes.
Only 30% of leaders are confident in their ability to lead change in an organization - Forbes
Implementing change effectively
If leaders are not properly trained and equipped, leading change can cause a top down effect that impacts financial success, productivity, and culture. ADKAR prepares and equips your leaders to create a more change efficient and change ready environment.
It breaks down the messy human side of transformation that can be communicated into five precise stages and allows leadership to add context to progression.
What is slower than change management
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Repeated failed rollouts
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Continued rework
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Reduced productivity
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Delayed timelines
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Constant realignment
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Losing your people and rehiring
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Culture of failed change
