How do organizations change?

One person at a time.

Change only succeeds when people embrace it.
And everyone takes their own path to change.  

Whether you’re taking on a new IT system, leader, or strategy, we create change experiences in which employees feel heard, involved, and equipped to succeed. We build confidence in the change over time, with a steady drumbeat of interactions and information. We are your eyes and ears on the ground, noticing gaps and opportunities to engage employees more fully.  And we’re always ready to adapt along the way. 

The result? Deeper, longer-lasting adoption and greater cost effectiveness.    

System Adoption

Leadership Transitions

Mergers & Acquisitions

You need a change adoption partner that is comfortable with unpredictability, adept at creativity, and committed to clarity.

Here’s what to expect when you work with Riverwise.

  • You may (or may not!) be shocked by how often we ask, "Why this change?” and are met with a wide range of answers. That’s why our first phase is to create alignment and clarity around the change. We'll examine the change you are trying to introduce, understand the why, and identify the key change champions within your organization. During this process, we will also assess the magnitude of the change, how primed your community is to adopt the change, and what mindset and process adjustments are needed to make the change stick.

  • Next, we'll create a detailed stakeholder engagement plan that outlines who needs to do what to facilitate the change you are trying to make. We'll figure out what each individual and team cares about and needs and how to support them and promote engagement.

  • We'll be by your side as we activate a strategic messaging and engagement plan, including focus groups, surveys, communications, and change sponsor coaching. Surprises will inevitably come up, but we'll be ready to go with the flow, adjusting as needed to reach our destination.

“I was lucky enough to work with Sue and her team on one of my most successful and drama-free programs. Because they built collaboration and efficiency in the program team, I was able to focus more on the effort of our core team members on the implementation itself and spotted issues before they could become problems. Having individuals of their caliber focused on organizational change management fosters great communication and builds trust in the implementation process.”

—Jim Ewing, Senior Consultant, Digital Transformations