Change Management isn’t just for big corporations with big budgets
Change management is not just for large corporations with endless budgets. Small and mid-sized businesses can also benefit by making transitions smoother, supporting their people, and improving efficiency without disrupting daily operations. The key is focusing on what matters most: engaging employees, addressing their concerns, and tailoring solutions to fit available resources. As the Birdsnest story shows, even smaller businesses can achieve remarkable results when they combine customer focus, cultural alignment, and smart use of technology with structured change practices. With the right support, change becomes less overwhelming and more of an opportunity to build resilience, confidence, and long-term success.
Psychologically safe environments
At Enable Change Partners, we see every day how lessons from different parts of life strengthen the way we lead and work. Our Managing Director, Linda Benny, has been involved in the Australian Sports Commission Women in Sport mentoring program, an experience that has broadened her perspectives and enriched the tools she shares with our team. It has also given her the opportunity to contribute to the transformation of coaching in Australia.
A key theme that stands out is the importance of psychologically safe environments. When people feel able to speak openly, share ideas, and take risks without fear, teams become more creative, collaborative, and effective. This concept has been central to our own work, and we have found real value in practical resources that bring it to life.
One example is the “Building a Psychologically Safe Environment” video developed by the Australian Sports Commission. We have incorporated it into our workshops and seen how it sparks open discussion and practical action. The feedback has been overwhelmingly positive, with teams finding new ways to foster inclusion and strengthen trust.
Psychological safety is not a nice-to-have. It is the foundation for innovation, connection, and performance. By prioritising it, leaders create environments where people feel they belong and can thrive.
Embracing Ai in the Workplace
AI is not new, yet it often brings fear into the workplace. Popular culture has painted it as a threat to jobs and even humanity, but in reality, AI is simply another tool. Like past waves of technology, it can change roles, create new opportunities, and deliver significant benefits when introduced thoughtfully.
The key is not to adopt AI because it is fashionable, but to focus on where it can add the most value. Starting small, with targeted use cases, helps employees build confidence and reduces resistance. From there, organisations can scale gradually, using AI to improve efficiency, productivity, and customer experience.
Introducing AI is not just about technology. It is about people. Success depends on leadership alignment, genuine employee engagement, and fostering a culture that encourages curiosity and adaptability. Training, open communication, and psychologically safe environments allow teams to experiment, ask questions, and see AI as something that supports their work rather than replaces it.
Challenges such as data privacy and resistance to change are real, but they can be managed with strong planning and ongoing review. By combining the right technology with a clear strategy and engaged employees, organisations can integrate AI in ways that are sustainable, effective, and embraced by their people.
Change Management vs. Change Enablement
Change enablement has evolved from traditional change management to better support people through their individual change journeys. While change management provides structure, planning, and methods to guide transitions, change enablement equips people with the tools, confidence, and mindset to adapt and thrive.
The difference matters. Change management is process-driven, often applied at the execution stage to reduce disruption and resistance. Change enablement is people-centred, happening before, during, and after change. It focuses on coaching, co-design, and human-centred practices that build resilience, collaboration, and agility.
Together, they complement each other. Change management ensures order and direction, while change enablement ensures engagement and ownership. Organisations that embrace both minimise disruption, sustain adoption, and future-proof their teams for ongoing transformation.