You Transform,
We'll Guide.

Six-Part Process for Human Change

Humanising Your Digital Projects

It’s hard work changing humans. Most organisations find the human, softer skills needed to make digital change really work for the business the most intimidating and complex part of it all – and digital projects are failing by the bucketload because of this capability gap.

We have a six-part process to simplify the whole process of human change, executed by credible and experienced consultants who will help you change the collective mindset and skill sets of your employees, to help you achieve the successful and low risk digital transformation you’re looking for.

What You Can Expect In Each Phase

Of Your Epic Human Transformation Journey

Step One


Before we do anything, we’ll sit down and talk this through together. We believe that digital communication between businesses sometimes puts an unhelpful blockade between supplier and client. We value authentic, human relationships, and for that reason we believe it’s important to meet personally and build a real relationship with one another.

Just for clarity, no purchase orders or invoices exchange hands here. To get in touch about meeting with us personally, you can use the contact form button below, today.

Step Two

Starter Workshop

Are you experiencing the complexity of dealing with human beings in your digital projects but can’t quite grasp how to connect with or influence them? Do you see the light with human change and soft skills driving results in digital projects but know that your co-workers aren’t quite there yet?

This 1-Day Starter Workshop is popularly procured by leaders of digital change projects and programmes who recognise that human change management may be a key ingredient to overcoming resistance and achieving measurable results, and now want to explore it further and rally a team of stakeholders around that idea.

1-Day Workshop

Workshop Objectives:
At conclusion of this workshop, participants will be able to:

  • Realise the critical importance of leading and managing human change, and its relationship to the success of digital transformation projects;
  • Understand the return on investment and risk-mitigation value human change brings to your project;
  • Describe ways people react to change and understand that adapting to change is not technical but attitudinal and behavioural;
  • Avoid common humanistic pitfalls when implementing new digital technologies;
  • Draw from a high-level plan for human change in your specific organisation.

Your Investment:
£1995 + VAT

For a full guide to the content included in this workshop, download the PDF by clicking the image below.

Step Three


By this point you’ve decided to embark upon a human change journey to support your digital project. You have probably completed the 1-Day Starter Workshop, or you’ve decided to dive straight in. This is where Supplier Forms, Purchase Orders and Invoices change hands, and we’ll launch into discovery and planning for human change.

In Explore, we’ll help you build a strategy and craft a plan for your human change journey, embedding ourselves into your digital project as an important extension of your team. This phase is designed to help you define the scope and objectives of the change; understand people in the organisation who will drive the change; prioritise the groups who will be affected by the change; and identify the ways they’ll need to work differently. Examples of activities we’ll undertake together include:

  • Define Change Scope and Objectives
  • Change Impact Analysis
  • Skills Needs Analysis
  • Change Study to assess the change landscape
  • Change Management Plan
  • Change Leadership Plan
  • Identifying and committing to key change behaviours
  • Stakeholder Engagement Plan
  • Champions Plan
  • Communications Plan
  • Training Plan
  • Measurement Plan
  • Reinforcement Plan

Step Four


Fully aligned with your technical deployment activities and plans, the Transform phase delivers the plans you created during the Explore phase, and includes all activities up to the digital service launch. All affected users should be trained and as capable as possible with their specific new ways of working prior to the launch.

These are typically flexible in nature, require a lot of stakeholder coaching, and require adaptation as projects move into full flow.

  • Delivery of Change Management Plan
  • Delivery of Change Leadership Plan
  • Delivery of Stakeholder Engagement Plan
  • Champions Program Activities
  • Delivery of Communications Activities
  • Delivery of Skills & Development Activities
  • Coaching Leaders and Role Modelling Change

Step Five


Real change takes time. Continuing focus on change implementation, management, and monitoring, the Anchor phase looks at how you can sustain and reinforce the change. This is critical for reinforcing the behaviours, activities and effort for your change and embedding it into the culture of the organisation, sustainably. Examples of activities in this phase include:

  • Focus groups, feedback loops
  • Rewarding and recognising behaviours and efforts
  • Success stories built and communicated
  • Follow-up lunch & learn sessions
  • Engaging with and reporting to Senior Management
  • Measurements of Success
  • Reinforcement Activities
  • Corrective Measures

Step Six


It’s quite reasonable that you wouldn’t want to rely upon a supplier forever and many of our clients are seeking help not just with expert delivery of a change process, but also with a quality handover and upskilling process to build an internal capability for human change.

We’ll provision you with an online toolkit, including all project materials and supportive assets in a secure digital environment, to exist beyond the life of the project. We will also train and support you beyond the life of the change process as you ramp up to becoming fully human change ready.

At first I thought I was attending just another set of workshops or more change training, but afterwards I realised that Katapult probably accelerated us by six months in just one day.

Guiding You Through Change

Change Strategy | Navigating Change | Leading Change | Business Storytelling

In both research and practice, it is repeatedly found that digital transformations stand the best chance of success when they focus on the human aspects of transformation. With 20 years of specialism behind us, we’ll simplify the human stuff and support you through the journey in all of the four critical human areas:

CHANGE STRATEGY Change Strategy & Plan |  Current Reality Analyses  |  Defining Measures No leader in their right mind would compete in the marketplace without a clear business strategy, yet many undergo multimillion dollar change efforts without a clear change strategy.

Building an effective change strategy will accelerate your change and reduce its cost. It will increase your effort’s efficiency, speed up your launch, remove unnecessary or redundant activities, and engage your people on the ground.Your people strategies are as important as the content of your change. Without your people being ready, willing, and able to make the change, your business solutions will never get implemented successfully. Most change efforts fail because of lack of attention or skill applied to the people dynamics.

Change Strategy includes people’s emotional reactions to the change, how to address the changes in mindset, behaviour, and culture that your future state requires, how to engage your people in design and implementation, and how to ensure commitment and capacity to change.

We'll help you develop effective change strategies through an approach that’s thorough, action-oriented, and comfortable with debate and ambiguity.

NAVIGATING CHANGE Change Management | Digital Skills The oldest emotion of mankind is fear, and the strongest kind of fear is fear of the unknown. So, employees resist, and with good reason. They have had changes slammed on them before which were tactically driven out of senior leadership or the technology department, masked as good for the business but in reality, felt more like a rouse masking a deeper operative at play, like job losses or headcount reductions. We’re here to make fear-inducing, anxiety-stimulating, resource-sucking digital projects dropped like an anchor on employees a thing of the past. People don’t fear change they fear the unknown. If they knew how good the future would be, they would welcome the changes necessary to get there. But we understand that the complexity of dealing with humans is more challenging than any technology ever could be. Put the emotional side of change at the heart of your digital transformation and watch resistance transform into a universal respect, excitement and passion for your project and the digital future of your organisation. Over 20 years of organisational change dealing with hundreds of thousands of employees’ fears and resistances, we have well and truly learned the patterns.

• You will be the team that made a difference to your employees, respected for giving them new solutions and the skills to execute on their tasks.
• Your project will have a feeling of completeness as employees actually want to embrace your digital transformation.
• And you will have a truly strategicdigital project that takes into account the fears and skills requirements of employees, the way that you all deserve.

LEADING CHANGE Change Leadership  |  Stakeholder Engagement  |  Champions | Coaching   Change leaders might not be who you think they are. Leading change is the ability to influence and enthuse others through personal advocacy, vision and drive, and to access resources to build a solid platform for change. While most good managers try to keep things under control, change leaders are determined to shake things up. It’s important for change leaders to understand the need for change and demonstrate a high tolerance for ambiguity and a positive attitude. Change leadership also means defining areas for change; managing change initiatives smoothly by anticipating, preparing and responding effectively to roadblocks; creating an open, receptive work environment; and involving people at all levels in the change initiative. At higher levels managing complex change involves understanding cultural dynamics in play and developing practical strategies to achieve the best advantage for the organisation, as well as those working on the change team.

Progress occurs when courageous, skilful leaders seize the opportunity to change things for the better, but the leader of today holds a myriad of responsibilities on change projects, all of which are critical to ensuring change success. The real challenge is how to support successful change leadership and drive organisations through change.

Our very seasoned team are adept at helping you lead through change, from coaching top management to champions programs and stakeholder influencing, we will help you with the steering of the ship.

BUSINESS STORYTELLING Video  |  Animation  |  Narrative  |  Audio  |  Presentations We only do communications which simplify complexity and inspire employees to embrace change. We truly stand against dry corporate communications, and we refuse to produce the tiring chronologies of facts and decisions in blanket emails that you so often encounter in business. We’re here to support you through the art of creating communications content with a wow factor and the science of crafting impactful narratives to actually inspire and influence employees through complex change. Storytelling is an ancient method of communication that stretches back through the mists of time, from the epic tales of Homer's Odyssey to the anonymous Anglo-Saxon poem Beowulf, and as long as mankind has existed, so too have stories and the desire to hear them. Stories are how our primal brains evolved to understand information and reading or hearing stories activates areas of the cortex that are involved in social and emotional processing. In a process-driven business information age this artform has taken a backseat, but the human psyche has never changed and storytelling continues to be the single best way to sell an idea or articulate a concept to individuals and groups of human beings. Storytelling connects with people and builds trustwhen change is afoot. Connection and trust are intangible, felt experiences, with a tangible, hard impact on your employee base. These two factors lead to confident decision-making, mutual empathy and a collective understanding.Our overriding experience of working with clients is that they are usually amazed at how fast a story emerges and how that story gives, what is often a complex communication problem, meaning and clarity. Through the Katapult Partners storytelling five-part framework, we will help you inspire confidence in your employees through stories. We show you how to discover, craft and deliver communications that move people to truly embrace your changes.

Meet Your Guides…