Resourcing for Change
Attracting, developing, and retaining the right people in your team is never more important than during times of change.
What is resourcing for change?
Developing effective change capability starts with finding the right people: this, in a nutshell, is what we mean by Resourcing for Change.
During times of transformation, it’s crucial not only to attract individuals with the necessary skills but also to ensure they are the right cultural fit for your organisation. As change unfolds, a strong team, aligned with your values and vision, is the cornerstone of success.
Ultimately, it’s people and culture that set great companies apart from good ones—everything else can be replicated or overtaken. Investing in building a motivated, capable, and cohesive team reduces churn and disruption while providing a sustainable competitive edge.
How we support resourcing for change
We provide the right people with the right skills and values to strengthen your change delivery— flexible, experienced, and ready to make an impact.
Recruiting Great People
Recruitment is about much more than matching a CV to a job description. It’s about finding the ideal balance between competence and culture, ensuring a mutual fit between the needs of employers and candidates. Employers should seek individuals who not only possess the skills to excel in the role but who also align with their organisation’s culture and values. Candidates, in turn, should be looking for fulfilling roles that allow them to grow and succeed in an environment that resonates with their character and motivations.
At changemaker, we follow a principle we call the “Four Cs” of recruitment: competency, cultural alignment, chemistry, and character.
Competency
It addresses the question: Can the candidate perform the role? This is typically evidenced by past experience, skills, and qualifications, often summarised in a CV. It’s the starting point that gets a candidate through the door.
Cultural alignment
Explores whether a candidate fits within the broader culture of the organisation. This involves understanding the company’s values, team dynamics, and working environment and determining if these resonate with the candidate’s own approach and personality.
Chemistry
Refers to the rapport between the candidate and the people they will work with, including their manager and team. It’s about ensuring fruitful natural interactions and easy relationships within the immediate working environment.
Character
is the final C and examines an individual’s core attributes, such as integrity, work ethic, and values. These are often the most difficult traits to assess but are critical for long-term success in any role.
Retaining Great People
Retaining talented employees is one of the most critical challenges organisations face. All too often, businesses invest significant resources in hiring skilled individuals, only to lose them due to a lack of growth opportunities, recognition, or cultural alignment. At changemaker, we believe the key to retention lies in actively nurturing your existing talent—keeping them motivated, engaged, and empowered to take on new challenges. This not only protects your investment in people but also strengthens your organisation’s capability to deliver greater value to your customers.
The reality is that most people don’t leave companies; they leave managers. Whether it’s a lack of communication, insufficient development opportunities, or the erosion of workplace culture, employees are far more likely to leave when they feel undervalued or disconnected. Proactive people management is essential, requiring businesses to consistently address core questions: Are employees being supported? Are their contributions recognised? Are they offered fair rewards, growth opportunities, and a voice within the organisation?
Leadership Coaching
An organisation’s culture and direction are shaped by its senior leadership team. Strong, self-aware leaders are essential to driving meaningful change, managing conflict effectively, and steering their teams through periods of uncertainty.
Our approach to leadership development at changemaker is rooted in understanding and addressing human factors. We work closely with senior leaders and teams to build trust, resolve conflict, and embrace the diversity of perspectives and personalities within their organisations.
Our coaching and mentoring programmes include a range of focus areas:
Leading Through Change
Helping leaders articulate a clear vision, set direction, and communicate effectively to inspire their teams.
Conflict Resolution
Equipping leaders with tools to understand the root causes of conflict and foster constructive dialogue, ensuring team cohesion and productivity.
Behavioural Insights
Exploring neurodiversity, cultural alignment, and personality dynamics to help leaders manage diverse teams effectively.
Cultural and Team Development
Supporting leaders in building high-performing teams by creating an environment of mutual respect, collaboration, and shared purpose.
Handling Redundancy
The business landscape is often unpredictable, and change can sometimes require transitioning employees out of the organisation. For people-focused companies, this process must be handled with care, compassion, and professionalism. The way a company manages redundancies is as important as how it welcomes new employees—it reflects the organisation’s values and leaves a lasting impression on those affected.
At changemaker, we believe that supporting individuals through redundancy is not just a moral obligation but also a demonstration of a company’s integrity and commitment to its people.
Our approach centres on helping individuals prepare for the next stage of their careers. This includes:
Identifying Transferable Skills
Helping individuals understand how their existing experience and talents can open new opportunities.
Career Coaching
Working with employees to clarify their goals and develop a vision for their future career path.
Practical Support
Offering guidance on CV writing, interview preparation, and effective networking to increase their chances of securing the right role.
Building Confidence
Supporting individuals to regain self-assurance after a challenging experience, enabling them to present themselves positively to potential employers.
How we support your change journey
At changemaker, we take a comprehensive and holistic approach to change, offering a wide range of services across four key areas:
Change Design
Supporting you in exploring what change might look like, or navigating your way to realising the change you desire.
Change Delivery
Implementing the governance and skills to plan and deliver change in an ambiguous world.
Human Change
Supporting the human being in understanding why and how to change to realise their full potential.
Resourcing for Change
Providing you people with the skills and values that matter to you on a temporary, interim, or permanent basis.
Video resources
Explore insights on building effective change teams, with expert advice on securing the talent you need to deliver results.
Video
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Frequently asked questions
Here are common questions about how we help organisations access experienced, values-aligned people to deliver successful change.
Is changemaker’s approach standard in the recruitment industry?
No. By focusing on holistic fit rather than just a checklist of competencies, changemaker saves organisations time and, ultimately, money. The strong, cohesive teams we help to build have proven hard to replicate with traditional methods: our clients consistently tell us that the candidates we provide exceed expectations, with many remarking they could choose any of the shortlisted individuals with confidence.
How does changemaker use networks in recruitment?
At changemaker, we rely on our extensive network of trusted professionals. These are individuals we’ve either worked with directly or who come highly recommended by others in our community. This ensures we’re connecting clients with candidates who not only have the right skills but are also a strong cultural fit for their organisation.
What support does changemaker offer candidates during the hiring process?
We provide tailored support to candidates, including CV preparation, interview coaching, and guidance on effective networking. Our goal is to help individuals present their best selves and feel confident throughout the recruitment process, increasing their chances of success.
What kinds of events does changemaker organise for its network?
We host a variety of events, such as golf days and gatherings at venues like the Sky Garden in London. These events bring together clients, associates, and our team to network, share experiences, and build relationships in a relaxed environment. Although this is often fun, we also consider it a vital part of our service, ensuring strong relationships are grown and nurtured throughout our wider network of clients, associates, and employees.
How are changemaker's fees structured for associate services?
Clients are invoiced directly by changemaker for services provided by associates. We manage all aspects of payment, ensuring a simple, streamlined process for clients while delivering the same high standards of service.
How Important Is Salary To Retaining Staff?
A common mistake organisations make is assuming salary is the primary driver for retention. While competitive pay is important, it is rarely the root cause of attrition. Employees tend to stay when they feel part of a meaningful culture, are managed well, and have clear opportunities to grow. Conversely, companies that overlook these aspects often experience high turnover, signalling deeper issues in their leadership or cultural alignment.
Can Orgnisations Be Mentored To Manage Staff Retention Better?
Yes. At changemaker, our tailored coaching and mentoring programmes ensure that employees at all levels, from junior staff to senior executives, feel empowered to reach their potential. We focus on building trust, collaboration, and creativity, helping teams to optimise their performance during times of change.
Related resources
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