Change is inevitable in any organisation, but how we engage people in the process can make the difference between resistance and excitement. At our client, we have been working on building a competency framework—a structured approach to defining the skills and behaviours that drive success and high performance today and into the future. This is a key pillar to our client’s People strategy as a scale-up business.
How big was the change – huge!
The framework would impact almost every aspect of an employee’s lifecycle, including how they recruit, select, reward, retain, promote, develop, and create meaningful careers. Their business is scaling, laying the foundations for growth by focusing on the competencies to ensure a values-driven culture, an excellent ingredient for business success.
From the outset, we prioritised inclusivity and engagement, consulting with a cross-section of employees to ensure that the framework truly reflected the business’s needs. Rather than relying solely on traditional discussions, we introduced an interactive activity: Competency Balloon Basketball—a game designed to inject energy and clarity into the process while reinforcing the distinction between skills and behaviours.
Why Engagement Matters in Change Initiatives
Organisational change efforts often fail due to a lack of buy-in. Employees may perceive change as something imposed rather than something they actively shape. To counteract this, we focused on three key engagement principles:
- Collaborative Input – By involving employees from various levels and departments, we ensured that the competency framework was relevant and widely accepted. Their insights helped define what skills matter most and which behaviours support long-term success.
- Gamification & Learning – Competency Balloon Basketball turned conceptual ideas into something tangible and fun, allowing participants to experience the difference between skills and behaviours in an engaging way.
- Clarity of Purpose – Rather than rolling out a predefined framework, we emphasised the “why” behind the initiative, ensuring alignment with organisational goals and future business needs.
The Results: Excitement & Buy-In
Through collaboration and creative engagement, employees became advocates, not just passive participants. The competency framework now has momentum because it was built with the people who will use it, not just for them. The result? Excitement, ownership, and a shared understanding of what competencies drive success.
Further Reading on Change & Talent Development
For additional insights into competency frameworks and change management strategies, Let’s Talk Talent offers a range of white papers that explore best practices in HR strategy, performance management, and talent development. Our resources provide valuable guidance on structuring competency frameworks to align with business goals and foster engagement. You can explore our white papers here.
As this journey continues, the key lesson is clear: engagement fuels sustainable change. When people feel heard, involved, and empowered, they are more likely to embrace transformation.
If you’re considering a similar approach in your organisation, consider how interactive learning, structured consultation, and a clear sense of purpose can turn resistance into readiness.
How do you want your people to experience change? If you engage them meaningfully, they won’t just accept it—they’ll champion it.
Ready to Engage Your Team Through Change?
Need help or some guidance on how to do that? Get in touch with us, and let’s get to work!