United Kingdom · Business Transformation Change · Mid-Level (2-5 years)

Regional Change Readiness Manager

Here is the whole job, in plain words. What it is, a real day, 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.

Experience bandMid-Level (2-5 years)
Direct reportsNo direct reports
Reports toLead Change Readiness Manager
UK framework levelUsually a coordinator, or early in a professional job

Also advertised as Change Management Specialist · Business Transformation Analyst · Organisational Change Lead

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Regional Change Readiness Manager

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

Start the check, free

1What this role really is

You'll be the person on the ground, making sure our people are actually ready for big changes. Think new systems, new ways of working, or even new company structures. It's about helping folks understand what's coming, why it matters to them, and how to get stuck in. You'll be working with specific projects, not just theorising, and your work directly impacts how smoothly we adopt new stuff across the business. Frankly, if people aren't ready, the whole project can fall flat, and that's where you come in.

2What you'd actually use

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

Qualtrics / SurveyMonkey / Microsoft FormsIntermediate

Building and deploying change readiness surveys, collecting feedback from workshops, and exporting raw data for analysis. You'll need to be comfortable setting up simple surveys and getting the data out.

Power BI / TableauBasic

Navigating and interpreting existing change readiness dashboards. You'll be looking at the numbers to understand progress, filtering data, and spotting trends, but not necessarily building complex dashboards from scratch.

Microsoft Teams / Slack / Confluence / NotionIntermediate

Managing project channels, posting announcements, building and maintaining basic change knowledge bases or project pages using existing templates. It's about keeping information flowing and organised.

Jira / Asana / Monday.comIntermediate

Updating tasks, tracking your personal deliverables, and understanding dependencies within the broader change management plan. You'll be using these to keep your work on track and visible.

Salesforce / Workday HCM / SAP S/4HANA (or similar ERP/CRM)Functional Awareness

Understanding the user-facing impact of changes within these systems. You don't need to be an expert, but you should grasp how a new feature or process in these systems affects the end-user's daily tasks.

3What 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
Change Impact Assessment Scope	Follows pre-defined templates; identifies impacts for specific roles under guidance.	Independently defines and executes CIAs for a specific project segment or user group; identifies process, system, and role changes.	Defines overall CIA methodology for a project; reviews and validates CIAs from junior team members; identifies strategic impacts.
Communication Content & Channels	Drafts content using templates; posts to pre-approved channels.	Designs and drafts targeted communications for specific audiences; proposes appropriate channels based on audience analysis.	Develops overall communications strategy for a programme; approves key messages and channels; manages crisis communications.
Resistance Management Strategy	Escalates resistance observations to supervisor.	Identifies sources of resistance and proposes specific, localised mitigation tactics.	Designs and leads the overall resistance management plan for a project; coaches sponsors on their role; intervenes in high-stakes situations.
Training Approach	Assists with training logistics and content review.	Partners with L&D to determine appropriate training strategies (e.g., e-learning vs. workshop) based on CIA findings.	Defines overall training strategy for a transformation programme; ensures alignment with learning objectives and budget.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Change Readiness Score

Average score from pre- and post-implementation surveys, specifically looking at 'Awareness', 'Desire', and 'Knowledge' components.

Target · Increase average readiness score by 15-20 points (on a 100-point scale) from baseline to go-live for your assigned project segments.

If the baseline 'Desire' score was 55/100, you'd aim to get it to 70-75/100 by launch, showing people actually want the change.

User Adoption Rate

Percentage of target users actively logging into and using a new system or process within a defined period after launch.

Target · Achieve 85% active system usage by the target audience within 60 days post-launch for your assigned projects.

For a new CRM, if 100 sales reps are meant to use it, we'd expect 85 of them to have logged in and performed key actions within two months.

Training Completion & Effectiveness

Percentage of target users completing required training, alongside scores from post-training assessments.

Target · 95% training completion for critical user groups; average assessment score of 80% or higher.

If 200 customer service agents need a new system, 190 of them should finish their training, and their end-of-course test scores should be consistently high.

Communications Engagement

Open rates and click-through rates for key change-related communications you've drafted or coordinated.

Target · Maintain email open rates above 60% and click-through rates above 15% for critical messages.

Sending an email about a new expense system, you'd want at least 60% of recipients to open it, and 15% to click the 'learn more' link.

Stakeholder Feedback & Sentiment

Observable shifts in how key stakeholders (e.g., regional managers, team leads) talk about the change, moving from skepticism to advocacy.

Regional managers proactively sharing positive stories about the change. Informal leaders asking 'how can I help?' rather than 'why are we doing this?'. Positive comments outweighing negative ones in team meetings you attend.

Resistance Mitigation Effectiveness

How well you identify and address pockets of resistance, leading to a visible reduction in complaints or pushback.

Specific examples of you identifying a resistant team, implementing a targeted intervention (e.g., a bespoke workshop), and seeing their readiness scores improve or their complaints drop off. Managers reporting fewer 'change-related' issues from their teams.

Quality of Change Impact Assessments

The thoroughness and accuracy of your analysis of how a change affects different roles and processes.

Project teams and business leaders consistently saying your impact assessments are useful and accurate. Few 'surprises' post-go-live that your assessment didn't pick up. Your assessments are used as a basis for training and comms plans.

Relationship Building

Your ability to build trust and rapport with the people affected by the change, making you a go-to person for questions and concerns.

People coming directly to you with questions or concerns before escalating elsewhere. Being seen as a trusted advisor by regional managers. Getting invited to informal team catch-ups or coffee chats to discuss the change.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy

Making a Tangible Difference to People's Work

You'll get a real kick out of seeing someone's 'aha!' moment when they finally grasp a new system, or hearing a team say the new process actually saves them time. It's about seeing your efforts directly improve someone's day-to-day.

After running a workshop, a team leader tells you their team is much more confident about the upcoming system change and feels ready to tackle it.

Solving Complex Human Puzzles

You enjoy figuring out why people are resisting a change – is it fear of the unknown, a lack of skills, or just a bad past experience? You like diagnosing the root cause of 'people problems' and designing a specific plan to help them overcome it.

A department is showing high resistance. You dig in, realise it's because they weren't consulted early enough, and propose a specific engagement plan to rebuild trust.

Being the Go-To Person for Guidance

You like being the expert that people come to when they're confused or worried about a change. You enjoy providing clarity, support, and a steady hand during periods of uncertainty.

A regional manager calls you directly to ask for advice on how to handle a particularly resistant team member, valuing your perspective.

What frustrates people

Being brought into a project late, after key decisions about the technology have already been made, leaving you to manage the human fallout.
Your executive sponsor is great at the kickoff, but then disappears when you need them to actually address resistance or communicate tough messages.
Constantly having to justify the value of 'change management' against the 'hard' project elements like IT development, with your work sometimes seen as optional.
Becoming the lightning rod for all employee anxiety and anger related to the change, which can be emotionally draining.
Stakeholders using 'feedback' as a way to re-litigate decisions or introduce new requirements, blurring the lines between change management and project management.

What this role does not give you

Direct authority to make project decisions or mandate behaviour.
A quiet, predictable, or purely analytical environment.
The ability to always deliver 'good news' or popular changes.
A role where you're solely focused on strategy without getting your hands dirty in execution.

6Who you work with

Your work directly influences how quickly and effectively our employees adopt new ways of working. Get it right, and we see faster benefits from our investments, happier staff, and fewer disruptions. Get it wrong, and we're looking at missed targets, frustrated employees, and potentially costly project delays or rework. You're a key part of making sure our big investments actually pay off for the business and our people.

Inside the business

Project Managers (for the projects you're working on)
Regional Operations Teams (the people whose jobs are changing)
Learning & Development (for training support)
Internal Communications (for getting messages out)
IT Support Teams (for post-go-live help)

Outside the business

System Vendors (occasionally for training content or issue resolution)

7What you need before you start

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

At least 2-3 years of experience in a project support role, internal communications, HR, or a junior change management position, where you've seen how projects impact people.
Proven experience in drafting clear, concise communications for a corporate audience.
Demonstrable experience in organising workshops, meetings, or training sessions.
A solid understanding of basic project management principles – you know what a project plan is and how to track tasks.
Experience using at least one project management tool (e.g., Jira, Asana) and one collaboration tool (e.g., Teams, Confluence) in a professional setting.

8What to practise next

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

Advanced Data Storytelling & Visualisation

Essential for future readiness in this role.

Principles of effective data visualisation (e.g., · Identifying key insights from adoption and readine · Crafting a narrative around data points (e.g., 'Th · Using Power BI/Tableau to create compelling, inter · Avoiding common visualisation pitfalls (e.g., misl

This week: Pick one of your current reports. How could you make it tell a clearer story with visuals?
This month: Take an online course on data storytelling or advanced Power BI/Tableau for consumers.
Month 2: Practice presenting data to a peer, focusing on the story and recommendation, not just the numbers.
Month 3: Seek feedback from your Lead Manager on how you can improve your data visualisations and presentations.

Quick win: Whenever you present data, start with the conclusion. Then, use visuals to back it up. Ditch the dense tables.

AI-Assisted Content Creation & Curation

Essential for future readiness in this role.

Effective prompting for different content types (e · Fact-checking AI outputs and hallucination detecti · Using AI to summarise complex documents into diges · Tailoring AI-generated content for specific person · Ethical considerations for AI in communications

This week: Experiment with ChatGPT or Claude to draft a simple internal email or an FAQ about a hypothetical change.
This month: Use AI to summarise a long project document into key change impacts for a specific audience.
Month 2: Explore how AI can help you generate ideas for resistance mitigation tactics or stakeholder engagement.
Month 3: Share your AI-generated drafts with peers and get feedback on how 'human' they sound.

Quick win: Use AI to draft your meeting agendas or summarise long email threads. It's a low-risk way to get started and save time immediately.

9Staying current once you are in

What people here do to keep up

Join professional bodies like the Change Management Institute (CMI) or the Association of Change Management Professionals (ACMP) for networking and learning.
Attend webinars and workshops on specific change management topics, like resistance management or stakeholder engagement.
Read industry publications and thought leadership pieces to stay current on trends and best practices.
Seek out opportunities to mentor junior colleagues or participate in internal knowledge-sharing sessions.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: Digital Adoption Platform (DAP) Expertise

Essential for future readiness in this role.

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

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.

Digital Adoption Platform (DAP) Expertise

Essential for future readiness in this role.

User journey mapping within a system
Designing 'walkthroughs' and 'tooltips'
Segmenting users for targeted guidance
Measuring engagement with in-app help
Integrating DAPs with training content

What you’ll use

Skills this role draws on

Technical

Prosci ADKAR® Model
Stakeholder Analysis & Mapping
Change Impact Assessment (CIA)
Strategic Communications Planning
Resistance Management Planning

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
Project Coordinator / Project Support Officer
2-3 years
Skills to master
- Organisation, understanding project lifecycles, basic stakeholder communication, managing timelines and deliverables. You'd have seen how projects impact people from a support perspective.
You're ready to move on when
- Regularly taking initiative to communicate project updates to non-project teams.
- Proactively identifying potential people-related risks in project plans.
- Volunteering to help with training logistics or user acceptance testing (UAT).
2
Internal Communications Specialist
2-4 years
Skills to master
- Crafting compelling messages, understanding different audience needs, channel management, measuring communication effectiveness. You'd be good at getting messages out and understanding how they land.
You're ready to move on when
- Moving beyond just 'sending' comms to actively thinking about 'how will this land?' and 'what's the WIIFM?'.
- Taking ownership of communications for specific change initiatives, not just general announcements.
- Seeking feedback on communication effectiveness and adjusting approach.
3
HR Business Partner / HR Advisor
3-5 years
Skills to master
- Employee relations, understanding organisational culture, coaching managers, talent development, navigating sensitive conversations. You'd have a strong grasp of the 'people' side of the business.
You're ready to move on when
- Actively advising managers on how to handle team resistance to new policies or systems.
- Leading discussions on the human impact of organisational restructuring.
- Developing training plans or support materials for new HR initiatives.

11Where this role leads

The long view:Your journey starts here, but where it goes is really up to you. We're committed to providing the opportunities and support for you to build a truly impactful career in business transformation. It won't always be easy, but it will certainly be rewarding.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

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 Regional Change Readiness Manager is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Plan change for a teamLevel 3

Applied to your work in Regional Change Readiness Manager

This unit aims to equip learners with the knowledge of planning change, including the roles of team members, communication, and negotiation, alongside the ability to identify and plan for change within a team.

How the thinking builds

Remember
Understand
Apply
Analyse
Evaluate
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.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Regional Change Readiness Manager

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

Change Readiness ScoreAverage score from pre- and post-implementation surveys, specifically looking at 'Awareness', 'Desire', and 'Knowledge' components.If the baseline 'Desire' score was 55/100, you'd aim to get it to 70-75/100 by launch, showing people actually want the change.Increase average readiness score by 15-20 points (on a 100-point scale) from baseline to go-live for your assigned project segments.
User Adoption RatePercentage of target users actively logging into and using a new system or process within a defined period after launch.For a new CRM, if 100 sales reps are meant to use it, we'd expect 85 of them to have logged in and performed key actions within two months.Achieve 85% active system usage by the target audience within 60 days post-launch for your assigned projects.
Training Completion & EffectivenessPercentage of target users completing required training, alongside scores from post-training assessments.If 200 customer service agents need a new system, 190 of them should finish their training, and their end-of-course test scores should be consistently high.95% training completion for critical user groups; average assessment score of 80% or higher.
Communications EngagementOpen rates and click-through rates for key change-related communications you've drafted or coordinated.Sending an email about a new expense system, you'd want at least 60% of recipients to open it, and 15% to click the 'learn more' link.Maintain email open rates above 60% and click-through rates above 15% for critical messages.

These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Regional Change Readiness Manager to Senior Regional Change Readiness Manager (L3), and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior Regional Change Readiness Manager (L3)→ your design

Where this takes you

Your journey starts here, but where it goes is really up to you. We're committed to providing the opportunities and support for you to build a truly impactful career in business transformation. It won't always be easy, but it will certainly be rewarding.

See Your Progress GrowIllustration

Regional Change Readiness Manager

Prosci ADKAR® Model
Stakeholder Analysis & Mapping
Change Impact Assessment (CIA)
Strategic Communications Planning
Resistance Management Planning

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.

14The 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

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

Senior Regional Change Readiness Manager (L3)
3-5 years in this L2 role
You'll move from owning specific workstreams to leading all change activities for a medium-complexity project end-to-end. You'll start mentoring junior team members and advising project leadership more directly.
- Change Programme Design: Developing comprehensive change strategies for entire projects.
- Executive Sponsorship Coaching: Directly advising project sponsors on their role and actions.
- Complex Resistance Management: Leading interventions for significant pockets of resistance.
Business Process Improvement Specialist
3-6 years in this L2 role
Instead of focusing purely on the 'people' side, you'd apply your understanding of how people adapt to new processes to help design more effective and user-friendly workflows from the ground up.
- Lean Six Sigma Methodologies: Applying structured approaches to process improvement.
- Requirements Gathering: Translating business needs into clear process and system requirements.
- Change Management for Process: Applying change principles specifically to process re-engineering efforts.

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, change management involves a fair bit of repetitive work – sifting through feedback, drafting comms, summarising documents. But what if you could offload some of that to AI? At Zavmo, we're not just talking about it; we're giving you the tools to actually do it.

We're building an internal AI Productivity Hub, specifically designed for roles like yours. Imagine cutting down on the tedious stuff, freeing you up to focus on the human connection and strategic thinking that only you can do. Here's a glimpse of how AI can transform your day-to-day as a Regional Change Readiness Manager:

Sentiment Analysis Automation

Stop manually sifting through thousands of survey comments or Teams messages. Our AI tools can instantly analyse open-text feedback, flagging key themes, identifying pockets of resistance, and giving you a quick summary of sentiment. You'll know exactly where to focus your attention, fast.

Personalised Comms Generation

Struggling with writer's block for that 'WIIFM' email? Feed our GenAI your Change Impact Assessment data and ask it to draft targeted messages for different roles (e.g., 'a 3-bullet summary for a busy sales director on how this CRM change helps them close deals faster'). Get tailored first drafts in seconds, then tweak to perfection.

Training Content Distillation

Got a 100-page technical manual you need to turn into something digestible? Our AI can take that monster document and generate a one-page Quick Start Guide, a 10-point FAQ, or even a script for a 2-minute 'how-to' video. Dramatically cuts down on the time spent translating jargon into user-friendly materials.

Basic Stakeholder Risk Prediction

While not fully automated at this level, you can use AI to help you spot early warning signs. Feed it engagement data (like meeting attendance or survey responses) and ask it to highlight unusual patterns or low engagement from key groups, helping you focus your proactive interventions.

Common questions

How do you become a Regional Change Readiness Manager?

Common routes in include Project Coordinator / Project Support Officer (2-3 years), Internal Communications Specialist (2-4 years) and HR Business Partner / HR Advisor (3-5 years). Times vary with prior experience.

Where can a Regional Change Readiness Manager progress to?

This role can lead on to Senior Regional Change Readiness Manager (L3) (3-5 years in this L2 role) and Business Process Improvement Specialist (3-6 years in this L2 role), depending on the skills you build.

What level is a Regional Change Readiness Manager in the UK?

This role aligns to RQF Level 3 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for a Regional Change Readiness Manager?

Increasingly, Digital Adoption Platform (DAP) Expertise. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows a Regional Change Readiness Manager, works on the job you actually do, and keeps going at your pace rather than a timetable's.

Searching and planning stay free. You only pay when you start learning.
Your credits are yours. Regulated, and they don't vanish when a subscription ends.
Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 9 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming a Regional Change Readiness Manager: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A Zavmo curriculum screen: a three-month plan of nine units, ninety credits, each one an Ofqual-regulated unit the learner can tick or untick before starting. — A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.

Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 3

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Business Transformation Change

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll gain here are highly transferable across almost any industry undergoing significant change. Whether it's FinTech, healthcare, retail, or manufacturing, the principles of helping people adapt remain the same. This means your career options aren't limited to just our sector.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

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. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. 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.

Regional Change Readiness Manager

What's rising in its place

Digital Adoption Platform (DAP) Expertise

Skills this role draws on

Technical

How you actually get there, here

Project Coordinator / Project Support Officer

Internal Communications Specialist

HR Business Partner / HR Advisor

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

Roles this leads to

No two people are taught the same way. This is one-to-one, not one-to-many.

A conversation, not a course

No two people run this the same way

This isn't a certificate you file away. It's a passport to the life you're designing.

Your journey starts here, but where it goes is really up to you. We're committed to providing the opportunities and support for you to build a truly impactful career in business transformation. It won't always be easy, but it will certainly be rewarding.

Everything else the record holds

The career path, and where it branches

Senior Regional Change Readiness Manager (L3)

Business Process Improvement Specialist

Where AI is starting to help

Sentiment Analysis Automation

Personalised Comms Generation

Training Content Distillation

Basic Stakeholder Risk Prediction

Common questions

You’ve started things before

Less than one coaching session. Every month.

You have the map. Walking it is the part we do together.