Stop "Telling" Your People to Change. Turn a Source of Stress into a Routine for Growth.

As of December 2025, poor change management is officially recognised across Australia as a workplace psychosocial safety hazard. Traditional change training sessions push the mental load of implementation onto your staff, fueling burnout and low trust. You don't need another slide deck. You need a repeatable routine that protects your people and builds true internal capability.

Why Your Last Change Initiative Fueled Burnout

We’ve all heard leaders say, "Our people are our greatest resource."

But then most changes are communicated with a few emails, a slide deck and a presentation from an expert.

Two hours listening to someone talk about how you need to change doesn't actually help you to learn.

You need to apply that knowledge to be able to learn it effectively.

Otherwise, you are just leaving you people to work out how to apply this knowledge themselves.

This doesn't sound like the best way to be treating your "greatest resource."

It sounds like a recipe for wearing them out and adding to their burdens.
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The data behind the burden

The Velocity Shift:
In 2016 employees were facing two large changes a year, in 2022 that had increased to 10 per year1.

The Trust Deficit:
 43% of employees are willing to make changes in 2022 compared with 74% in 20162.
In 2025 low trust in an organisation's ability to make change has increased to 79% of employees3.

Increase in change fatigue:
44% of HR managers report change fatigue as one of the top 5 barriers to communications in 20254.
In 2018 mental health claims were around 9% of workcover claims5, that's now 12% in 2024 a 33% increase6.
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Know-Learn-Grow approach: Routinising Change

To protect people's energy and your bottom line, stop pushing the burden of application onto your people.

KNOW: No massive slide decks, clear knowledge articles in an up-to-date knowledge repository.

LEARN: Instead of two-hour data dumps, let teams practice applying new behaviors in a risk-free setting.

GROW: Instead of ticking a box, define clear metrics for people to know the change has made an impact.

This in turn helps reduce fatigue and rebuild trust in the organisation's ability to make changes a success.

Ready to Build Change Capability

Whether you are trying to mitigate compliance risks, train your people leaders, or equip yourself with practical tools, explore how the Know-Learn-Grow approach can support you and your people.
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Review the business case

Learn more about the hidden costs and risk to your business that poor change management is introducing.

Explore Our Resources

Get the tools, templates and knowledge and a place to practice them before you apply them in your workplace.

 

Explore Our services

Need support, maybe a workshop to implement a change or coaching to support change leaders.

 

Build Change Capability with Confidence

Welcome to Know-Learn-Grow, founded by Adrian Lorains, Change Management Coach, Consultant, and author of "Changing with Confidence".

Overwhelmed by the amount of changes

Changes are happening regularly. Maybe it's a new team process, a software update, or a new template. But the changes aren't landing or are overwhelming everyone?

It's a common story. Not being supported to make changes is why so many so many changes are unsuccessful.

If you are seeing the below problems, then Know-Learn-Grow to Change approach can support you to build a repeatable routine around change that builds your change capability.

People are unclear on what they actually need to do

Is the problem - A common reason is that
You've shared what people need to Know, but it isn't easy to access it when they need it.

My team is not really adopting the new way of working

Is the problem - A common reason is that
You've shared what people need to Know, but you haven't given them a simple way to apply this knowledge in their context.

We did the change, but it doesn't feel like anything has changed

Is the problem - A common reason is that
You didn't have a clear, simple way to define how you wanted people to Grow or how to measure what 'success' actually looks like.
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The Know-Learn-Grow to Change approach is simple

Instead of just sharing information, we start by understanding who and how we are expecting people to change.

KNOW: Then, we identify what these people need to know.

LEARN: Next, we design a way for people to apply that new knowledge in their context, to properly learn it.

GROW: Finally, we measure if people have grown in the right way to prove the change was successful.
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Following the Know-Learn-Grow to Change approach helps people to feel less overwhelmed when faced with the next change because they are more supported to make each change.

This in turn helps rebuild trust in the organisation's ability to make changes a success by providing each person a process to make changes by and feel supported.

Learn more about the approach

See how branching scenario learning works firsthand. Sign up to receive a template for each section of the Know-Learn-Grow approach and sample a live, simulated practice module.

References:

 1https://hbr.org/2023/05/employees-are-losing-patience-with-change-initiatives
2https://hbr.org/2023/05/employees-are-losing-patience-with-change-initiatives
3https://www.gartner.com/en/newsroom/press-releases/2025-07-08-gartner-hr-research-finds-just-32-percent-of-business-leaders-report-achieving-healthy-change-adoption-by- employees

4Gallagher (2025). 2025 State of the Sector: Global Internal Communication and Employee Experience Survey. Arthur J. Gallagher & Co
5https://www.safeworkaustralia.gov.au/sites/default/files/2021-01/Australian%20Workers%20%20Compensation%20Statistics%202018-19p%20FINAL_2.pdf
6https://data.safeworkaustralia.gov.au/sites/default/files/2025-10/Key_Work_Health_and_Safety_Statistics_Australia_2025.pdf
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