United Kingdom · Business transformation and change · Lead (8-12 years)

Lead Change Adoption Manager

Here is the whole job, in plain words. What it is, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

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Experience bandLead (8-12 years)
Direct reports3-8 reports
Reports toDirector of Business Transformation & Change
UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Change Programme Lead · Senior Change Consultant · Transformation Lead (Adoption) · Staff Change Manager

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

Level 6 Award in Leading Organisational Change Institute of Sales Professionals · Level 6 · covers 1 of 10 standards

Level 6 Certificate in Professional Sales Institute of Sales Professionals · Level 6 · covers 1 of 10 standards

iCQ Level 5 Diploma in Leadership for Health and Social Care and Children and Young People's Services (England) iCan Qualifications Limited · Level 5 · covers 1 of 10 standards

CMI Level 5 NVQ Diploma in Management and Leadership Chartered Management Institute · Level 5 · covers 1 of 10 standards

Highfield Level 3 Diploma in Management (RQF) Highfield Qualifications · Level 3 · covers 2 of 10 standards

IAO Level 3 Diploma in Leadership and Management Innovate Awarding · Level 3 · covers 1 of 10 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Lead Organisational Change Level 6 Award in Leading Organisational Change

Facilitate change in health and social care or children and young people’s settings iCQ Level 5 Diploma in Leadership for Health and Social Care and Children and Young People's Services (England)

Manage strategic change CMI Level 5 NVQ Diploma in Management and Leadership

Implement change Highfield Level 3 Diploma in Management (RQF)

Change leadership IAO Level 3 Diploma in Leadership and Management

The future skills this job leans on

AI Fluency working with AI as a thinking partner

Data Fluency turning numbers into a decision

AI Governance Fluency using AI responsibly

Automation Fluency building AI into how work runs

Change Fluency taking people through change

Your Plan Illustration

Built for Lead Change Adoption Manager

5 units that map to this job, from the qualifications that cover it.

Lead Organisational Change Institute of Sales Professionals · covers 1 of 10 standards Level 6
Facilitate change in health and social care or children and young people’s settings iCan Qualifications Limited · covers 1 of 10 standards Level 5
Manage strategic change Chartered Management Institute · covers 1 of 10 standards Level 5
Implement change Highfield Qualifications · covers 2 of 10 standards Level 3
Change leadership Innovate Awarding · covers 1 of 10 standards Level 3

These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Lead Change Adoption Manager?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

AI-Powered Change Analytics & Predictive Modelling
Digital Adoption Platform (DAP) Orchestration & Integration

Why each one is rising

The future skills this job leans on

AI Fluencyworking with AI as a thinking partner
Data Fluencyturning numbers into a decision
AI Governance Fluencyusing AI responsibly
Automation Fluencybuilding AI into how work runs
Change Fluencytaking people through change

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your Lead Change Adoption Manager plan as you set up, starting with the free Automation Fluency module. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

Ready to pay? Subscribe for £70 a month

Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

This job oversees how large, complex changes are adopted across a programme of work, making sure new systems and processes are actually used.

4What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Digital Adoption Platform (DAP) - WalkMe, Pendo, Whatfix Advanced

You'll be designing complex, multi-step, role-based workflows and A/B testing different guidance strategies across multiple systems. You'll analyse user segmentation data to target interventions and oversee the team's use of the platform to drive adoption for your programme.

Collaboration & Comms - Microsoft Teams (incl. Viva), Slack, Miro Expert

You'll design and execute integrated comms campaigns using advanced features (e.g., Viva Engage for programme-wide announcements). You'll facilitate complex stakeholder mapping and journey mapping workshops in Miro, often with senior leaders, and set best practices for team collaboration.

Survey & Feedback - Qualtrics, SurveyMonkey Enterprise, Glint Advanced

You'll design programme-level surveys from scratch (readiness, pulse, post-go-live), perform advanced sentiment analysis on open-text feedback, and create comprehensive dashboards linking feedback to adoption metrics for your programme. You'll interpret these insights for senior stakeholders.

Analytics & Reporting - Power BI, Tableau Advanced

You'll connect multiple data sources (DAP, CRM, LMS, HR systems) to build custom adoption dashboards for your programme. You'll create compelling data stories to influence senior stakeholders and demonstrate the impact of change efforts, often presenting these to Programme Directors.

Project Management - Jira, Asana, Smartsheet Expert

You'll build and manage the comprehensive Change Management workstream plan for your entire programme, including complex dependencies with multiple technical and business teams. You'll use the tool to report progress, manage risks, and allocate resources across your team and projects.

Enterprise Target System - Salesforce, SAP S/4HANA, Workday Functional Expert

You'll need a deep understanding of the system's configuration options and how they impact user workflows and business processes. You'll be able to challenge technical teams on usability, identify key user pain points, and translate technical changes into user impact for your programme.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choice	Coming in	Where you are now	The step above
Programme Change Strategy	No independent decisions. Supports strategy development.	Proposes elements of strategy for specific projects, seeks approval.	Designs and recommends end-to-end change strategy for a single complex project, consults Director.
Budget Allocation (Change Activities)	No budget authority. Tracks expenses against allocated budget.	Manages small project-specific budgets (up to £5K), seeks approval for exceptions.	Approves project-specific change expenditure up to £20K. Recommends larger investments.
Team Hiring & Performance	No authority. Provides feedback on team dynamics.	No direct reports. Provides informal feedback on junior colleagues.	Mentors 0-2 junior team members. Provides input on performance reviews.
Methodology & Tool Selection	Uses prescribed tools and methodologies.	Applies standard methodologies. Proposes minor adaptations.	Selects and adapts methodologies for specific projects. Recommends new tools for project use.
Resistance Management Interventions	Escalates resistance issues to supervisor.	Identifies and proposes solutions for routine resistance, seeks approval.	Designs and implements complex resistance management plans for a project. Consults Director on high-risk resistance.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Programme-level Adoption Rate

Percentage of target users actively using new systems/processes as intended.

Target · Achieve 80% active user adoption of critical new features/processes within 90 days of go-live, across all projects in your assigned programme.

For the 'Digital Finance Transformation' programme, 82% of the Finance team are regularly using the new SAP S/4HANA modules for expense reporting and ledger management by week 12.

Reduction in Change-Related Help Desk Tickets

Decrease in support requests specifically related to confusion or issues with new systems/processes.

Target · Reduce help desk tickets directly attributable to change-related user confusion by 40% within the first 60 days post-go-live, compared to the initial 30-day baseline.

After the new CRM launch, help desk tickets related to 'how-to' questions dropped from an average of 150 per week in the first month to 85 per week in the second month.

Manager Change Readiness Score

Average score from pulse surveys assessing managers' perceived ability to lead their teams through change.

Target · Ensure 90% of impacted managers score 4 or 5 out of 5 on their ability to coach their teams through the change, measured via post-training and 60-day pulse surveys.

Following the 'Leading Through Change' workshop, 92% of managers reported feeling confident in addressing team resistance and explaining the 'WIIFM' for the new HR system.

Change Programme ROI Contribution

Quantifiable contribution of adoption efforts to the overall business case ROI for the assigned transformation programme.

Target · Demonstrate a direct link between high adoption rates and at least a 5% improvement in a key operational efficiency metric (e.g., reduced processing time, improved data accuracy) tied to the programme's business case.

By achieving 85% adoption of the new automated invoicing system, we've seen a 7% reduction in invoice processing time, directly contributing £150K in efficiency savings this quarter.

Strategic Influence & Credibility

How often you're proactively consulted by programme leadership and business unit heads on strategic decisions related to change, rather than just being informed.

You'll be invited to early-stage programme planning meetings, asked to present adoption strategies to senior leadership, and your opinions will be sought on significant project pivots. Programme Directors will ask for your team's input before finalising scope or timelines. People will genuinely listen when you flag potential resistance.

Change Champion Network Effectiveness

The perceived strength and impact of the 'Change Champion Network' you've built and nurtured across the programme.

We'll see champions actively advocating for the change in their teams, bringing valuable feedback back to you, and helping to unblock local resistance. They'll be seen as trusted advisors by their peers, and you'll regularly receive unsolicited positive feedback about their impact. They'll be the first to volunteer for new initiatives.

Proactive Resistance Management

Your ability to identify and address potential resistance points before they become major roadblocks for the programme.

You'll be able to articulate the likely sources of resistance for upcoming changes, present clear mitigation strategies, and show how these were successfully implemented. Programme leads will trust your judgment on when to slow down or pivot based on readiness assessments. Fewer 'surprises' of widespread pushback after a go-live.

Team Capability & Development

The growth and effectiveness of your direct reports, and their ability to independently deliver against change objectives.

Your team members will be taking on more complex tasks, showing increased confidence in stakeholder interactions, and delivering high-quality outputs with less direct supervision. They'll be proactively suggesting improvements and showing initiative. You'll see them mentoring newer joiners and stepping up to challenges.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy

Seeing Real Impact & Behavioural Change

You get a real buzz from seeing people actually use a new system or process effectively, knowing your team's work made that happen. You're not satisfied with just launching a project; you want to see the new behaviours become standard practice. You'll be tracking adoption metrics closely and celebrating small wins.

When you see a dashboard showing 90% of a target group actively using a new feature, or hear a manager say 'my team is actually finding this easier now,' that's what keeps you going.

Solving Complex People Problems

You enjoy the challenge of figuring out why people are resisting a change, even when it seems irrational, and then designing a clever way to help them overcome it. It's like a puzzle for you – understanding the psychology of change and applying frameworks to make a difference. You'll often be found brainstorming creative solutions to tricky adoption issues.

Uncovering that resistance to a new reporting tool wasn't about the tech, but fear of job losses, and then designing a comms plan to directly address that fear.

Building & Developing a Team

You enjoy mentoring and guiding your direct reports, helping them grow their skills and tackle bigger challenges. Seeing your team members succeed and develop their own expertise in change management is a big part of what motivates you. You'll be investing time in their coaching and development.

When one of your specialists successfully leads a difficult stakeholder workshop or presents their adoption plan to a senior audience, you feel a sense of pride and accomplishment.

What frustrates people

The 'Fluffy Stuff' Stigma: Constantly having to prove the ROI of change management and being seen as the 'party planners' or 'comms people' rather than a strategic partner.
Sponsorship vs. Endorsement: Dealing with executives who will sign the cheque and announce the project but won't do the hard work of modelling new behaviours and holding people accountable.
The Go-Live Cliff: The project team declares victory and disbands at launch, leaving you alone to deal with the messy reality of user struggles, bugs, and plummeting productivity.
Change Saturation: Your perfectly planned initiative lands at the same time as three other major changes, and you're left trying to win the attention of a completely overwhelmed workforce.
Weaponised Metrics: Stakeholders who ignore all adoption data until they find one negative metric they can use to try and kill the project for political reasons.
'Just Send an Email': Being treated like a tactical communications resource by project managers who don't understand that awareness is not the same as adoption.

What this role does not give you

A predictable, stable environment where plans rarely change.
Direct authority over the people whose behaviour you need to influence.
A role where every single piece of your work makes it to full production and is universally loved.
A quiet, solitary work style; you'll be interacting with people constantly.

8Who you work with

This role directly impacts the success and ROI of our major transformation programmes. You'll be responsible for ensuring that the investment in new technology and processes actually translates into tangible business benefits through high user adoption. Your work minimises disruption, reduces resistance, and accelerates the time to value for critical strategic initiatives. Get it right, and we're a more agile, efficient, and engaged organisation. Get it wrong, and we're looking at significant financial losses and a demoralised workforce.

Inside the business

Programme Directors & Senior Project Managers
Heads of Business Units (e.g., Head of Operations, Head of Finance)
HR Business Partners & Learning & Development Leads
IT Leadership & Enterprise Architecture Team
Internal Communications Team
Legal & Compliance

Outside the business

External Consulting Partners (e.g., system integrators)
Digital Adoption Platform (DAP) Vendors
Training Providers

9What you need before you start

Not a wish list. The things you would be expected to already have.

Proven experience (at least 5 years) leading end-to-end change management for complex, multi-project initiatives.
Demonstrable experience managing and mentoring junior team members.
Expert-level proficiency in at least one Digital Adoption Platform (e.g., WalkMe, Pendo) and advanced analytical skills (Power BI/Tableau).
A track record of successfully influencing senior stakeholders and driving measurable adoption outcomes.
Strong understanding of programme management methodologies (e.g., Agile, Waterfall) and how change management integrates.

10What to practise next

Where the job is going, and what to do about it starting this week.

Advanced Data Visualisation & Storytelling

As data volumes grow, the ability to not just build dashboards but to tell a compelling, actionable story with data becomes paramount. You'll need to move beyond standard charts to create interactive, executive-ready visualisations that clearly articulate adoption trends, resistance patterns, and the ROI of change efforts. This is about influencing with data, not just reporting it.

Dashboard Design Principles · Narrative Visualisation · Interactive Reporting · Data Ethics in Visualisation

This week: Review existing programme-level dashboards. Identify 3 areas for improvement in clarity or impact.
This month: Take an advanced Power BI/Tableau course focusing on data storytelling and complex visualisations.
Next quarter: Redesign one key adoption dashboard for your programme, incorporating new storytelling techniques.
Month 6: Present your redesigned dashboard to a senior audience and gather feedback on its effectiveness.

Quick win: Add clear, concise executive summaries and 'key takeaways' directly onto your existing dashboards to immediately improve their impact.

11Staying current once you are in

What people here do to keep up

Regularly attending industry conferences and webinars on change management, digital transformation, and organisational psychology.
Subscribing to leading industry publications and research from firms like Gartner, Forrester, and Prosci.
Actively participating in professional networks or communities of practice for change management professionals.
Seeking out opportunities to mentor junior colleagues and share your expertise within the organisation.
Undertaking self-directed learning on emerging technologies like AI and their applications in change management.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI-Powered Change Analytics & Predictive Modelling

Traditional change readiness assessments and adoption tracking are often reactive. The future is about using AI to predict resistance hotspots, identify at-risk user groups, and proactively recommend interventions before issues escalate. Competitors are already experimenting with this, giving them a significant edge in mitigating disruption.

Predictive Analytics for Resistance
AI-Driven User Segmentation
Intervention Effectiveness Modelling
Ethical AI in Change Management

Digital Adoption Platform (DAP) Orchestration & Integration

DAPs are becoming central to the employee experience, not just for one system, but across the entire digital landscape. Your role will shift from just building guides to orchestrating seamless user journeys across multiple integrated systems, often requiring more advanced technical understanding and integration skills. The market expects a 'consumer-grade' experience at work, and DAPs are key to delivering that.

API Integration for DAPs
Cross-Application Workflows
Data Governance for DAPs
Personalised Learning Paths

13What you’ll use

What you’ll use

Skills this role draws on

Technical

Prosci ADKAR® Model
Advanced Stakeholder Mapping & Influence Strategy
Complex Change Impact & Readiness Assessment
Strategic Communications Planning & Narrative Development
Resistance Management Planning & Mitigation
Sustainment & Reinforcement Strategy Design

14The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

1
Senior Change Adoption Specialist (L3)
3-5 years in previous role
Skills to master
- Mastering end-to-end change strategy for single, complex projects. Developing strong stakeholder influence. Proactively managing resistance. Mentoring junior staff.
You're ready to move on when
- Successfully led 3+ complex change projects with measurable adoption outcomes.
- Consistently sought out for advice by project managers on change-related issues.
- Demonstrated ability to influence senior managers without direct authority.
- Proactively taken on informal mentoring roles for junior team members.
2
Change Management Consultant (from external consulting)
6-8 years in consulting
Skills to master
- Translating consulting frameworks into practical, in-house application. Adapting to internal organisational politics and culture. Building long-term internal relationships.
You're ready to move on when
- Experience leading change workstreams on large client engagements.
- Strong client relationship management skills.
- Ability to quickly understand and adapt to new organisational contexts.
- Desire to move from an advisory role to an embedded, delivery-focused role.
3
Senior Project Manager (with strong people focus)
8-10 years in project management
Skills to master
- Deepening understanding of organisational psychology. Developing specific change methodologies (e.g., ADKAR). Shifting focus from technical delivery to human adoption and behavioural change.
You're ready to move on when
- A track record of successfully delivering projects that involved significant people change.
- Recognised for strong stakeholder engagement and communication skills.
- Expressed a clear passion for the 'people side' of change over purely technical delivery.
- Undertaken formal change management training (e.g., Prosci certification).

15Where this role leads

The long view: This work can lead to broader organisational development roles, or a move into HR transformation or change consulting.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Lead Change Adoption Manager is actually changing.

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Lead Organisational Change, worked against Lead Change Adoption Manager.

Lead Organisational Change Level 6

Applied to your work in Lead Change Adoption Manager

This unit aims to provide learners with a comprehensive understanding of organisational change, including various models and influencing factors. Learners will be able to effectively communicate a change vision to stakeholders and lead the change process, managing resistance to ensure successful implementation.

How the thinking builds

1 Remember
2 Understand
3 Apply
4 Analyse
5 Evaluate
6 Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

See Your Progress Grow Illustration

Lead Change Adoption Manager

Prosci ADKAR® Model
Advanced Stakeholder Mapping & Influence Strategy
Complex Change Impact & Readiness Assessment
Strategic Communications Planning & Narrative Development
Resistance Management Planning & Mitigation
Sustainment & Reinforcement Strategy Design

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Lead Change Adoption Manager is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

Manager, Change Adoption (L5)
3-5 years in Lead Change Adoption Manager role

You'll move from managing a programme's change strategy to directing an entire function or a portfolio of programmes. This means managing a larger team (including other Lead Managers), owning the capability building for the entire change practice, and influencing at the SVP/Executive level. You'll be accountable for a larger P&L and organisational design decisions.
- Enterprise Change Maturity Model Development
- Change Portfolio Prioritisation & Resource Allocation
- Advanced Vendor Management & Contract Negotiation
- Board-level Reporting & Presentation
Principal Change Manager (L5 - Individual Contributor)
3-5 years in Lead Change Adoption Manager role

If management isn't your thing, you can become a Principal Change Manager. This is a deep individual contributor role where you'll be the go-to expert for the most complex, high-risk, or politically sensitive change initiatives across the organisation. You'll set the standard for change excellence, innovate new approaches, and act as an internal consultant and coach to other change practitioners, without the direct people management responsibilities.
- Complex Change Architecture & Design
- Advanced Research & Benchmarking (Change Best Practices)
- Enterprise-wide Change Governance Frameworks
- Specialist Consulting & Advisory Skills

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, change management can be incredibly time-consuming, especially when you're leading a programme. You're juggling comms, assessments, stakeholder mapping, and trying to keep your team on track. What if you could reclaim a significant chunk of your week, not by working less, but by working smarter?

This role is perfectly positioned to use AI to cut through the noise and focus on what truly matters: human connection and strategic influence. We're not talking about replacing your judgment; we're talking about giving you a powerful co-pilot to handle the heavy lifting, freeing you up to lead, mentor, and truly embed change across our organisation.

Comms Content Generation

Use generative AI to create first drafts of communication materials – FAQs, emails, talking points, even executive summaries – tailored to different stakeholder personas across your programme. Imagine asking, 'Write an email to frontline managers explaining the upcoming system change, focusing on WIIFM and addressing likely concerns,' and getting a solid draft in minutes. It's about getting to 80% done, fast.

Sentiment Analysis Accelerator

Feed open-ended text from readiness surveys, feedback channels, or even meeting notes into an AI model. It'll instantly categorise comments, identify key themes of resistance, and pinpoint departmental 'hotspots' that need your attention. No more manually sifting through hundreds of comments; get actionable insights in moments, allowing you to proactively address issues before they escalate.

Impact Assessment Co-Pilot

Use AI to analyse 'before and after' process maps, role descriptions, or system specifications. It can rapidly identify and categorise the specific deltas (process, system, mindset shifts), creating a structured first draft of your Change Impact Assessment. This means you spend less time on manual comparison and more time validating the nuances and designing targeted interventions.

Stakeholder Mapping & Strategy Assistant

Leverage AI to help you build more dynamic stakeholder maps. Feed in organisational charts, project roles, and even past feedback. The AI can help suggest potential influence strategies, identify key dependencies, and even draft personalised talking points for critical stakeholders based on their known priorities and previous interactions. It's like having a strategic advisor on tap.

Common questions

How do you become a Lead Change Adoption Manager?

Common routes in include Senior Change Adoption Specialist (3-5 years in previous role), Change Management Consultant (from external consulting) (6-8 years in consulting) and Senior Project Manager (with strong people focus) (8-10 years in project management). Times vary with prior experience.

Where can a Lead Change Adoption Manager progress to?

This role can lead on to Manager, Change Adoption (3-5 years in Lead Change Adoption Manager role) and Principal Change Manager (3-5 years in Lead Change Adoption Manager role), depending on the skills you build.

What new skills matter most for a Lead Change Adoption Manager?

Increasingly, AI-Powered Change Analytics & Predictive Modelling and Digital Adoption Platform (DAP) Orchestration & Integration. These are the skills our record of this role lists as growing.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my free Automation Fluency module What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.

Lead Change Adoption Manager

Where should we send it?

Two short quizzes about you

Will AI change your work as a Lead Change Adoption Manager?

What's rising in its place

AI-Powered Change Analytics & Predictive Modelling

Digital Adoption Platform (DAP) Orchestration & Integration

Skills this role draws on

Technical

How you actually get there, here

Senior Change Adoption Specialist (L3)

Change Management Consultant (from external consulting)

Senior Project Manager (with strong people focus)

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

One to one, on the work you already do

Everything else the record holds

The career path, and where it branches

Manager, Change Adoption (L5)

Principal Change Manager (L5 - Individual Contributor)

Where AI is starting to help

Comms Content Generation

Sentiment Analysis Accelerator

Impact Assessment Co-Pilot

Stakeholder Mapping & Strategy Assistant

Common questions

Want a read on where you stand?