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Auckland     +64 21 588 423 - Suite D, Building 6, 331 Rosedale Road, Albany

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Change Management

Planning and managing significant cultural, process or technological change is one of the greatest challenges faced by any organisation. The rewards of successful change can be significant but the risk of failure is high and is often not simply restricted to the change at hand, but to future change too.

  • Articulating the case for change and identifying vision, mission and strategy.

  • Obtaining buy-in across the impacted organisation.

  • Communicating with people effectively and motivating the environment.

  • Balancing change requirements with business as usual activities.

  • Building and maintaining momentum and developing in-house capacity.

  • Developing the capability of leadership, not just management.

  • Enhancing the business benefits of change, including technology deployments.

  • De-risking the adoption of a changed way of working.

  • Integrating change management seamlessly with agile delivery projects.

  • Managing internal and external resistance to change.

  • Inability to create momentum and link tasks to organisational objectives.

  • Inadequately prepared change leaders resorting to old ways of working.

  • Disaffected or under-performing business users.

  • Lack of buy-in resulting in a disengaged and resistant workforce.

  • Deficient understanding of objectives and failure to release potential.

  • Unbalanced resource allocation and inappropriately prioritised activity resulting in delay and critical path crash.

  • Inertia and diminished confidence in the ability to affect future change.

  • Only partial value realisation from programmes that could have significantly shifted the organisation forward.

  • Lack of alignment between the business, product owners and agile delivery teams.

  • Active and passive resistance resulting in unsuccessful change.

Through the use of a structured and effective change management approach, we ensure our clients can successfully navigate their unique change landscape.
X4's Change Managers:

Ultimately, for a project or initiative to be successful the ‘people’ aspect of change must be addressed. We do this through:


  • Application of change management processes, tools and techniques needed to drive programmes / projects and move people through the change life-cycle.

  • Establishment of leadership competencies at all levels of the impacted organisation, by providing training, on-the-job support or one-to-one coaching and mentoring with key stakeholders and senior executives.

  • Development of enterprise-wide change capability to enable the organisation to adapt to, and control change effectively, not just today but into the future.

X4 not only assists our clients in navigating the change landscape but also in building up change management competencies and confidence across the client organisation.

X4 brings innovation, a world of experience and an exacting approach in helping clients develop transformation programmes that meet a portfolio of objectives and transform organisational culture in support of continuous and strengthening improvement.


We help manage the change curve
  • Working with leaders to create vision, mission, strategy and focussed delivery programmes, we take formulation of strategic objectives and transformation delivery ideas off the flipchart and implement them to realise tangible benefits. We do this by ensuring objectives are tightly linked to business outcomes, diagnosing the organisation’s ability to deliver against expectations, and by building capabilities. At X4 we change organisational behaviours for the better, forever.


  • We turn managers into transformation change leaders and recognise the unique role played by managers in acting as models for, and catalysts of, change. We promote leadership by developing the skills, approaches and mind-set pivotal to building organisation-wide commitment and producing success.

  • Developing organisational capability - Our bespoke training and development interventions complement pre-existing HR development activities and engage the ‘whole team’ to build the skill base, cohesion and aspirational alignment which is at the heart of transformation.


  • Transforming the culture of the organisation - More than redesigning structures, process and systems, continuous improvement is about changing group and individual behaviours. By addressing the culture and capabilities as well as individual and team interactions, a truly motivated and focussed organisation is created that demonstrates behaviours that will carry on serving clients