This document discusses how to make workplace change projects successful by focusing on people. It notes that 65-70% of change projects fail due to not meeting objectives or expectations. To improve success rates, the document recommends making the transition a positive experience for employees by understanding how the changes will impact them personally and affect their needs. It also stresses the importance of open communication, engaging champions to help influence others, and recognizing the emotional aspects of change. The overall approach presented is to design unique change programs that inform, engage, and inspire people in a way that brings them along on the journey of transitioning to the new workplace.

1. Making Change Human
© BDG architecture + design Ltd 2015.
The Evolution of Transition

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WORKPLACES ARE EVOLVING.
Every change project is part of a constant transition from old to new.
A B
A B
A B

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EVOLUTION BRINGS CHANGE.
It impacts key areas, is bound by communication
and enabled by technology.
PEOPLE
ACTIVITY
PLACE
SPACE
COMMUNICATION
TECH

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65% of change projects fail to meet their objectives.
Making Change Work, IBM, 2008
70% of change programmes fail.
Successful Change Leaders, D Miller, Journal of Change Management, 2002
30% of change programmes succeed.
Leading Change, John Kotter, 1996
CHANGE AFFECTS PEOPLE.
Workplace change should be an opportunity, not a challenge.
Why isn’t that happening?

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MAKE IT ABOUT PEOPLE.
Harness the power of your teams by making the transition a positive,
enjoyable experience for everyone involved.
Workplaces are about creating the place and
space for people to thrive.
Help your people to positively understand,
anticipate and own the transition.
Inspire your people to succeed – and enjoy
doing it.
PEOPLE
ACTIVITYPLACE SPACE

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TEAM SELFCUSTOMER COMPANYSOCIETY
CREATE POSITIVE IMPACT.
People are motivated by the impact they create and demotivated by
impact that creates uncertainty.

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SECURITY AUTONOMY BELONGING
ACHIEVEMENT STATUS PURPOSE
Herman Miller
FOCUS ON HUMAN NEEDS.
Understanding transition in terms of impact and benefit on individual
needs is essential in exchanging uncertainty for ownership.

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SECURITY BELONGING
STATUS
Working
BELONGING
PURPOSE
Brand
AUTONOMY
ACHIEVEMENT PURPOSE
Culture
FOCUS ON HUMAN NEEDS.
Understanding transition in terms of impact and benefit on individual
needs is essential in exchanging uncertainty for ownership.

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Fence-Sitters
Unconvinced
Champions
SEED AND SPREAD IDEAS.
Contextualise the transition and communicate it openly and creatively
through the people it affects.

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INNOVATORS EARLY ADOPTERS EARLY MAJORITY LATE MAJORITY LAGGARDS
CHAMPIONS
FENCE-SITTERS
UNCONVINCED
TIME
SEED AND SPREAD IDEAS.
Contextualise the transition and communicate it openly and creatively
through the people it affects.

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START END
CHAMPIONS
FENCE-SITTERS
UNCONVINCED
SEED AND SPREAD IDEAS.
Contextualise the transition and communicate it openly and creatively
through the people it affects.

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SHOCK
DENIAL
FRUSTRA-
TION
DEPRESS-
ION
EXPERIMENT
DECISION
INTEGRATION
TIME
Kübler-Ross Change Curve
RIDE THE ROLLERCOASTER.
Change is as emotional as it is practical. Don’t just tell your people
what’s happening, connect them positively with the transition.

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DISCOVER IMAGINE CREATE
The Best of What Is. What Could Be. Make It Happen.
TAKE A MAJOR LEAP FORWARD.
Explore the transition from a positive perspective, with creativity,
psychology, communication and flexibility.

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PREPARE
WELL PREPARED
INFORM ENGAGE REFRAME INSPIRE
EVERYONE INVOLVED UNIVERSAL OWNERSHIP NEW PERSPECTIVES MAXIMISE IMPACT
DeliverySetup
MAKE IT UNIQUE.
The reasons for and impact of change are as unique as your
organisation and its people. Design a programme that way.

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PREPARE iNFORM ENGAGE REFRAME INSPIRE
SHOCK
DENIAL
FRUSTRA-
TION
DEPRESS-
ION
EXPERIMENT
DECISION
INTEGRATION
DeliverySetup
BRING IT TOGETHER.
Any workplace change is an important investment. So is ensuring its
success with a programme that brings your people with it.

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LET’S SHARE IDEAS.
The BDG people-focused approach to workplace change is unique and
can be applied to any workplace change project.
If you would like to discuss ways to make your transition a
success, get in touch - we’re happy to talk!
Andy Swann, Senior Associate
+44 771 731 6732
andyswann@bdg-a-d.com

17. © BDG architecture + design Ltd 2014. This document and the ideas incorporated herein,
as an instrument of professional service, is the property of BDG architecture + design
Ltd and is not to be used or reproduced in any manner whatsoever, in whole or part for
any other project without prior written permission from BDG architecture + design Ltd.