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Magna People Change

Identifying when change is needed in a business can be a challenging process, but there are some key indicators that can help you spot when it’s time for a change. Here are some examples:

Declining profits or revenue: If your business is experiencing a significant decline in profits or revenue, it may be time to assess why and make some changes. This could involve restructuring your business model, exploring new markets, or making changes to your product or service offerings.

Customer complaints or feedback: If you’re consistently receiving negative feedback from your customers, maybe something needs to change. This could involve improving your customer service, revamping your product or service offerings, or addressing your pricing strategy.

Increased competition: If you’re facing increased competition in your market, it may be time to adapt your business strategy to stay ahead. This could involve developing new products or services, expanding into new markets, or adopting new marketing techniques.

Technological advancements: If there are significant technological advancements in your industry, it may be time to assess whether your business needs to adapt. This could involve investing in new technology or exploring new ways to incorporate technology into your business processes.

Staff turnover or dissatisfaction: If your staff are consistently leaving or expressing dissatisfaction, it may be a sign that changes need to be made. This could mean your workplace culture, offering more competitive compensation packages, or providing more opportunities for career development.

GC Index Cycle

3 roles within the change process and understanding how a person will approach and make an impact on that role ensures the change happens more efficiently:

  • Change leaders
  • Stakeholders
  • Change makers




Action: Consult and support on the vision of the proposed change and its intended goal.

Outcome: A clear statement of intent with a plan of action, and desired outcomes with a deadline. This will define what needs to be done, why and when.


Action: Consider the change leaders, stakeholders and change makers. Assess them individually and then with full team reports to show collective, dominant and potential impact in terms of delivering change.

Outcome: Profile assessments of all those involved to show how and when each can best be utilised during the change process, including main drivers and potential blind spots of individuals and teams. This will define who does what.


Action: Working with executives and teams to provide coaching that ensures the change is not only implemented but sustained by employees. This will define if the change has been effective and then who, how, what, and when of its continuation (or adaptation).

Outcome: Vision realised with intended outcomes reached on time and on budget.


Game Changer

The change you want to make can come in many forms but the process of envisage, engage and embed remains constant.

For a no-obligation chat about how we can support you, email us or use the button to book a Zoom chat at a time to suit you.

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