Change and Transition Change is nothing new to organisations however business conditions change and yesterday’s assumptions and practices are no longer providing effective solutions. Many businesses continue to believe that to make a strategic change agenda happen, people need only to follow ‘the plan’ which shows how to get from A to B. The problem is that change plans are usually designed to achieve structural change, not to get the people through the transition phase and re-engaged on the new agenda. PTS has significant experience in helping organisations to design and deliver integrated change and people transition programmes which achieve optimum results. We base our approach on Kotter’s eight phase model of strategic change: Establishing a sence of urgency; Creating a coalition; Developing a clear vision; Sharing the vision; Empowering people to clear obsticles; Securing short term wins; Consolidating and keeping moving and anchoring the change.