Ojong People & Strategy Group is a Calgary change management consultancy led by Nelson Ojong, a Prosci-certified change practitioner and PMP. We plan and lead the people side of restructures, system rollouts and transformations, so that employees adopt the change rather than just hear about it.
What's included
- Change readiness assessment and impact analysis
- Change management strategy and planning
- Stakeholder engagement and communication planning
- Resistance management and coaching
- Change capability building for internal teams
Why the people side decides whether change succeeds
Most transformations fail not because of flawed strategy, but because of how change is managed. A new system goes live, a structure is redrawn, a merger closes, and yet months later people are still working the old way. The technical work was finished; the human transition was not.
Change management is the discipline that closes that gap. It treats the people side of a project with the same rigour as the budget, the schedule and the technology: who is affected, how much, what they need to know, who they need to hear it from, and how adoption will be measured.
A Prosci-based approach, adapted to your organization
As a Prosci-certified practitioner, Nelson uses Prosci's research-based methodology and the ADKAR model, which describes the five outcomes each person needs to change successfully: Awareness of the need for change, Desire to take part, Knowledge of how to change, Ability to work in the new way, and Reinforcement so the change lasts.
Frameworks are a starting point, not a script. Every engagement begins with listening: the pressures your leaders are under, the history of past changes in your organization, and the groups that will feel this change most. The plan we build is grounded in I/O psychology research and fitted to your sector, culture and timeline.
What working together looks like
We start by assessing readiness and mapping the impact of the change on each group of employees. From there we design the change strategy and the sponsor, communication, training and resistance-management plans that go with it, and we integrate them into your project plan rather than running them alongside it.
Because Nelson is also a PMP, change work and project delivery are planned together. We coach sponsors and people managers, track adoption rather than just go-live, and build your internal team's change capability so you can lead the next change yourselves.
Change Management: frequently asked questions
What does a change management consultant do?
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A change management consultant plans and leads the people side of an organizational change. That includes assessing readiness, mapping who is affected and how, designing communication, sponsorship, training and resistance-management plans, coaching leaders and managers, and measuring adoption so the change actually sticks.
What is the Prosci ADKAR model?
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ADKAR is Prosci's model of individual change. It says each person needs five outcomes, in order: Awareness of why the change is happening, Desire to support it, Knowledge of how to change, Ability to perform in the new way, and Reinforcement to sustain it. A gap in any one of them predicts where a change will stall.
When should change management start on a project?
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At the start, when the project is being planned and funded. Change work added after go-live is usually too late to prevent resistance. Integrating it into the project plan from the beginning lets sponsors, managers and communications be ready before people are affected.
Do you work with organizations outside Calgary?
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Yes. Ojong People & Strategy Group is based in Calgary and works with mid-to-large organizations across Alberta and Canada, on site and remotely.
Can you build our internal change management capability?
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Yes. Capability building is part of every engagement: we coach sponsors and people managers and transfer tools and methods to your team, so the organization can lead future changes without outside support.