Why Partner with Okiru
Sector Expertise
Deep knowledge of all sectors and transformation-linked compliance.
Hands-On Delivery
We embed with your team to make change real, not theoretical.
Proven Frameworks
Structured, tested methodologies tailored to your context.
People-Focused
Ensuring adoption, engagement, and measurable impact.
Our Change Management Services
Strategy & Execution
- Communicate the benefits of change clearly and consistently
- Manage resistance and build buy-in
- Anticipate risks and mitigate them early
- Build long-term change capability
Change Communication
- Videos, infographics, and interactive platforms
- Presentations, toolkits, and intranet content
- Campaigns that make change easy to understand and act on
Engagement & Alignment
Digital Transformation
- Driving rapid user adoption with minimal disruption
- Embedding new tools and platforms into daily workflows
- Linking digital adoption to strategic goals
Culture Change
Change Capability Building
Get Started with Okiru Change Management
Contact Okiru today to design a change management strategy that aligns your people, processes and culture with your vision for the future.
FAQs
Change management consulting guides people through transitions so that new strategies, systems or structures deliver results instead of disruption.
Change management is the discipline of preparing and supporting individuals, teams and entire organisations through significant transitions. Whether you’re rolling out a new technology platform, restructuring departments, merging with another business or shifting culture, success depends on how well your people adapt. Okiru’s change management consulting helps you design a clear roadmap, align leaders, communicate effectively, train and support staff, and measure adoption. Without a structured approach, changes can cause confusion, resistance, productivity losses and missed objectives. With expert guidance, however, change becomes an opportunity to strengthen capabilities, improve morale and accelerate growth.
Most initiatives span three to twelve months, depending on size, complexity and readiness.
The timeline for change management depends on the scale of the change and how prepared your organisation is. A narrow change—such as introducing a single software tool—might require eight to twelve weeks of planning, communication, training and reinforcement. A broader transformation involving multiple business units and major process or cultural shifts can take six to twelve months or more. Key phases include: assessing readiness, engaging stakeholders, crafting the change plan, developing communications and training materials, implementing the change, and reinforcing new behaviours. Early planning and proper resourcing are critical. Okiru accelerates timelines by using proven frameworks, data insights and AI‑enabled tools to diagnose readiness, monitor adoption and target support where it’s needed most.
Fees vary widely; expect R10 000–R20 000 per day for mid‑level consultants, with overall project costs ranging from a few hundred thousand rand to several million for complex, multi‑year transformations.
Cost depends on the scope, duration and complexity of the change, as well as the level of support required. Pricing may be structured as daily rates, fixed‑fee engagements or retainers. Smaller projects—such as change planning for a single department or technology rollout—might cost between R150 000 and R500 000. Large, enterprise‑wide transformations often involve longer engagements, on‑site change specialists and comprehensive training programmes, pushing costs into the millions. By investing in change management, you reduce the risk of failed implementations, employee turnover and lost productivity, and you accelerate the return on your investment. Okiru provides clear proposals tailored to your objectives, budget and desired outcomes.
Project management focuses on tasks and timelines; change management focuses on people and adoption.
Project management is about delivering a defined scope on time and within budget: tasks, milestones, resources and technical execution. Change management, by contrast, is about preparing, supporting and engaging the people impacted by that project. A project can deliver a new system or policy, but if stakeholders aren’t ready, willing and able to use it, the benefits won’t materialise. Effective change management aligns with project management but concentrates on communication, leadership alignment, stakeholder engagement, training, coaching, resistance management and measurement of adoption. Okiru integrates both disciplines to ensure your projects not only launch successfully but also achieve lasting business results.
By engaging early, listening actively and addressing concerns with clear communication, training and support.
Resistance is a natural human response to change. People worry about losing control, skills becoming obsolete, increased workload or unclear benefits. Okiru’s approach starts with a readiness assessment to understand stakeholder perspectives. We involve employees early through focus groups and surveys, identify influencers, and co‑create the change narrative. Clear, honest communication explains the “why,” links the change to organisational goals and personal benefits, and provides avenues for feedback. Training and coaching build competence and confidence. When resistance surfaces, we diagnose its root causes and work with leaders to address it through targeted communications, additional resources or adjustments to the implementation plan. By treating resistance as insight rather than opposition, we turn sceptics into champions.
A structured change strategy, stakeholder and communication plans, training programmes, adoption metrics and ongoing support.
Okiru’s change management engagements are tailored to your needs but typically include:
Readiness and impact assessments to evaluate how prepared your organisation is and to identify key risks and opportunities.
Change strategy and roadmap outlining objectives, scope, success metrics and timelines.
Stakeholder analysis identifying sponsors, change agents and affected groups, with engagement and communication strategies for each.
Communications plan with messaging, channels, timing and feedback mechanisms.
Training and support materials such as workshops, e‑learning modules, coaching and knowledge bases.
Adoption and performance dashboards to track progress, measure behaviour change and adjust strategies as needed.
Post‑implementation reinforcement including change sustainability plans, coaching and continuous improvement recommendations.
With Okiru, you gain a partner who not only plans your change but also guides your people through it, ensuring the initiative sticks and delivers measurable results.
