Presented by Mark Wright FEFO Consulting & Clare Morris, Levant Consulting Whats covered? How do you manage change to effectively control psychosocial risk? Research has shown that initiatives implemented with effective change management activities are six times more likely to succeed. This webinar will outline highlight why the management of change is important and tips to successfully management transformational change. Key takeaways: • Why is change important? • Health and Safety Index change management benchmark results • Planning a successful change transformation and taking a human centred approach

1. Psychosocial Risk Series
Part 2 of 4: Change Management – Levant Consulting
Terry Swanton
Director,
Fefo Consulting
Clare Morris
Board Director,
Client Director
Levant Consulting
1. ISO 45003 vs Model Code of Practice 
2. Change Management Today
3. Opening up the Conversation 9 Nov
4. HR vs Safety 16 Nov

2. 2
#2 Change Management
Webinar Series Context
#4 Roles: HR vs WHS
#1 Psychosocial
Factors
#3 Opening the
Conversation
Hull Consulting

3. About Levant Consulting
3
We work with leaders to achieve
strategic and commercial
outcomes by framing, designing
and delivering change.
Global experience
20 countries, 5 continents. Our
consultants have
been there.
We’re 10
We’ve enjoyed continuous and
spectacular growth since our
launch in 2012.
Local reach
We’re established in Melbourne
and Sydney and growing in
Canberra.
Big 4 background
Deloitte, PwC, IBM, EY, Accenture.
Mercer, SMS and a couple of
others too.

4. Health & Wellbeing Benchmark Results
4
Expectations
Trust in Leaders
Teamwork & Collaboration
Supportive Environment
Recognition & Praise
Change Management
Values & Beliefs
Safety Leadership
Safety Engagement
Safety Systems
Health & Wellbeing
Health & Wellbeing Results
Levers for Action – 30 Sept 2022

5. Poll #1
5
Question: Can you think of a time where you have been going
through lots of change both at home and at work and you have got to
a point where you didn’t think you could deal with any more change?
How did you feel? Select the most predominant.
Options:
A. Couldn't concentrate
B. Content
C. Overwhelmed
D. Uncomfortable
E. Anxious
F. Happy

6. 6
“The typical organisation today has
undertaken five major firmwide changes in
the past three years”
“75% expect to multiply the types of major
change initiatives they will undertake in the
next three years.”
www.gartner.com

7. 7
awareness
understanding
acceptance
commitment
advocacy
time
performance
excitement
uncertainty
reservation
apathy
creativity
anxiety
confusion
denial resistance
innovation
energy
enthusiasm
ambivalence
relief
uncertainty
The Traditional Change Curve

8. 8
time
performance
The Reality

9. 9
Stakeholder Centric-Change
PROJECT
PROJECT
PROJECT
Change across
projects aligned to
each stakeholder
group.
Stakeholder Group Stakeholder Group Stakeholder Group
Stakeholder-Centric Change
PROJECT
PROJECT
Stakeholder Group Stakeholder Group Stakeholder Group
Change driven by the
catalyst – e.g. projects.
Project-driven Change
PROJECT
TYPICAL APPROACH A STAKEHOLDER CENTRIC
APPROACH

10. 10
1. Understand your audience
2. Understand the landscape
3. Base your plan on the experience

11. 11
WHAT | THE FUNCTIONAL LAYER
Understanding what role your stakeholder plays will help you
shape a functional response; i.e. what do they need to keep
performing that role?
FUNCTION
CHANGE IMPACT
FREQUENCY OF
USE
SERVICES
ROLE
LEVEL
WHO | THE DEMOGRAPHIC LAYER
Understanding more about who your stakeholder is can help you
shape a behavioural response; i.e. what sorts of actions are they
likely to take?
AGE
FAMILY STATUS INCOME
GENDER
LOCATION
TENURE
WHY | THE MOTIVATIONAL LAYER
Understanding more about who your stakeholder’s motivation
can help you shape their attitudes; i.e. what might they respond
to more positively?
ATTITUDES
GOALS PREFERENCES
PERSONALITY
BIAS
SOCIAL STYLE
Understand Your Audience

12. 12
Understand The Landscape

13. 13
Plan Around The Experience
“I understand why
we are getting
new tech and the
direction we are
heading”
“I’m excited about the
transformation we’re
undertaking and am
clear on the changes
and impacts”
“We are in a good
position to
transition. I’m clear
on what we need to
do, by when, and I
feel supported.”
“I’m ready to play
my new role. I’m
really building my
capability.”

14. 14
Further Information
Download
Guide
Comparison ISO 45003 vs Model Code of Practice:
Managing Psychosocial Hazards at Work
Download
eBook
Stakeholder Centric Change
Management [Free eBook]
Book a
Demo
Online surveys enabling organisations to
measure, focus an act on improvements that matter!
info@fefo.com.au | fefo.com.au

15. SAFETY & ENVIRONMENT
STRATEGY
HEALTH & SAFETY SURVEYS
TRAINING & LEADERSHIP
DEVELOPMENT
MANAGEMENT SYSTEMS
SAFETY IN DESIGN
FEDERAL SAFETY
COMMISSIONER
CHAIN OF RESPONSIBILITY
EVENT SAFETY
HEALTH & WELLBEING
P S Y C H O S O C I A L R I S K
A S S E S S M E N T S
S T R AT E G Y
T E A M / J O B D E S I G N
S Y S T E M S A N D
P R O C E S S E S
T R A I N I N G
P S Y C H O L O G I C A L
I L L N E S S
I N V E S T I G AT I O N S
RISK & ASSURANCE
BUSINESS RISK
DUE DILIGENCE
CRITICAL RISK MANAGEMENT
CONTRACTOR MANAGEMENT
INVESTIGATIONS
AUDIT & ASSURANCE
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