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Case Studies

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Our projects typically begin with a strategic or organisational concern: culture needs to shift, managers need to lead differently, performance conversations need to improve, internal knowledge needs to be shared, or learning needs to become more coherent and useful.

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We then work with our Clients to translate that concern into a practical solution.

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The examples below show how ChangeHub has supported organisations to connect wider organisational aims with the everyday behaviours, conversations and learning experiences that make change possible.

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1.  Organisational Culture Shift - Intergovernmental Organisation (IGO), Germany

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As part of a significant organisation transformation, our client recognised the overwhelming need to shift their culture towards being more people-focused.  We supported the leadership team to identify how they needed to work together more cohesively, speak with one voice, communicate an inspiring vision, and champion more effective 'people-focused' leadership practices throughout the organisation.

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2.   From 'Management' to 'Leadership' - Intergovernmental Organisation (IGO), Europe, Africa, Asia, America

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Our client’s managers had typically focused their efforts on their ‘technical function’ and ‘managing processes’; people-focused leadership had typically been neglected.  We worked with managers across the organisation to embed essential day to day leadership practices – coaching, giving feedback and more effectively matching their leadership style to the needs of their staff.  Staff quickly began to report the shift towards more engaged conversations with their manager, as well as an increased focus around the support they needed to be successful.  

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3.   Learning Architecture and Internal Knowledge - International Organisation

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The organisation had significant internal expertise and a broad set of learning needs, but needed a clearer way to organise development priorities and make learning easier to commission, design and use.

We supported the development of a structured learning offer, helping translate broad needs into clearer capability areas, learning themes and practical development options.

The work provided a more coherent foundation for future learning conversations, programme design and internal capability-building.

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4.   Leading Performance - Government Agency, Ireland

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The CEO had a clear vision to  shift the organisation's performance appraisal away from being an HR-owned, annual ‘form filling exercise’ to a dynamic, value-added, leadership process.  We were asked to work with managers across the organisation to shift the focus towards ‘having great performance and development conversations’.  We designed and delivered a modular, on-line ‘Leading performance and development’ programme to provide all managers with a practical toolkit for agreeing performance and development objectives, coaching, giving feedback and having value-add performance and development conversations with their staff.  Managers quickly reported their increased focus on engaging conversations with their staff, placing greater emphasis on ensuring people were clear on what was expected of them, as well as exploring a range of development opportunities way beyond traditional training courses.​