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The Bridge, a rapidly growing full-service technology and data consultancy, joins North Highland furthering our digital, tech and AI expertise. ​

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FUTURE OF AI

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Leading through Change blog

Leading Through Change: A 120 Day Action Plan

Transformation leaders are starting 2025 at a crossroads. And rapid global changes—driven by technological advancements, shifting geopolitical dynamics, and the urgent need for environmental sustainability—demand bold, strategic change.

The call to action is clear: Adapt, or risk being left behind. 

Leaders facing today’s business complexities should start with clear, actionable plans to advance their transformation agendas. Without such focus, opportunities will be missed, competitiveness will erode, and teams will fail. Success in 2025 isn't just about reacting to change, though—it's about getting ahead of it. The most successful organisations will weave agility and innovation into every aspect of their business, turning disruption into opportunity. This means moving beyond surface-level solutions to fundamentally reshape how we work, innovate, and create value.  

The 2025 transformation imperative: Five critical actions for forward-thinking leaders

To help you begin turning today’s challenges into opportunities, we’ve outlined five critical areas for action and concrete steps you can take in the next 30, 90, and 120 days to build momentum.


1. Lead through volatility.

Effective leadership in volatile environments requires the ability to balance short-term decision-making with long-term strategic planning. Success comes from building adaptable teams, fostering open communication, and maintaining stakeholder trust—even when the path forward isn’t clear.  

Take action:

Next 30 days: Get ahead of change by implementing real-time monitoring systems to track geopolitical and economic shifts that impact your business and team. Bring teams together regularly to discuss potential impacts and align on immediate actions.

Next 90 days: Develop and test organisational readiness through cross-functional teams and scenario planning.  

Next 120 days: Create a leadership resilience toolkit that includes crisis management protocols and guidelines for fostering team adaptability.

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2. Foster a culture of innovation.

A robust innovation culture goes beyond generating ideas—it involves building processes to evaluate, implement, and scale innovative solutions effectively. The key? Clear innovation goals tied to organisational strategy, backed by resources like funding, technology, and talent. Regularly celebrating successes and learning from failures reinforces an innovation-first mindset.

Take action:

Next 30 days: Launch brainstorming sessions to identify immediate innovation opportunities and gaps in current processes.

Next 90 days: Introduce innovation metrics, such as time-to-market for new ideas, and establish dedicated innovation teams.

Next 120 days: Develop an innovation ecosystem by partnering with startups, universities, and research institutions to co-develop transformative solutions. Take a futures approach to innovation—consider what could happen and design innovation scenarios based on potential.

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3. Build operating model agility.

Rigid, outdated ways of working aren’t cutting it anymore. Operating models must be reimagined to be flexible, efficient, and resilient in the face of rapid market and technological shifts. Think: Robust but flexible governance, seamless technology integration, and the agility to adapt quickly to diverse stakeholder needs. Advanced technologies like AI and automation can enhance efficiency, while inclusivity by design ensures diverse perspectives are incorporated into every aspect of operations.  

Take action:

Next 30 days: Initiate a rapid review of current operating models to identify inefficiencies and gaps in technology integration.

Next 90 days: Design initial modular workflows that leverage real-time data analytics and align with your inclusivity metrics.

Next 120 days: Start deploying AI-powered tools to automate routine tasks, improving efficiency and freeing teams to focus on strategic objectives.

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4. Reskill to enable advanced technology.

As technology evolves, your workforce needs to evolve with it. Reskilling initiatives should focus on technical competencies, such as AI and data analytics, while fostering adaptability and a growth mindset. But remember: Overcoming resistance to change starts with communicating with your people how new technology will make their work more meaningful.  

Take action:

Next 30 days: Map out which emerging are technologies likely to shape your organisation’s future and identify key roles they’ll impact most.

Next 90 days: Review skills across all roles, identify opportunities for capability building, and make the transition to being a skills focused organisations. Roll out targeted training programmes that blend online courses, workshops, and practical hands-on experiences.

Next 120 days: Establish career progression frameworks that incentivise continuous learning and skill advancement.

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5. Foster institutional inclusivity.

Real inclusivity goes beyond hitting diversity targets—it should be embedded in all aspects of organisational structure and strategy. This means creating policies, workflows, and governance models that actively promote equity and representation at every level. Inclusive practices should also be integrated into hiring, training, performance management, and decision-making processes. Teams with diverse perspectives do more than drive creativity and innovation; they enhance organisational resilience by connecting the varied needs of stakeholders.

We also recommend leveraging data analytics to monitor progress on diversity metrics and adjust strategies in real time. This ensures inclusivity initiatives remain dynamic, evolving in tandem with workforce demographics and societal expectations. Finally, create safe spaces for open dialogue and feedback where all employees feel valued and empowered to contribute meaningfully.

Take action:

Next 30 days: Undertake a thorough review of current policies, practices, and demographic data to establish a clear baseline. Communicate findings transparently to build trust and highlight areas for immediate attention.

Next 90 days: Embed accountability into managers’ performance evaluations and ensure employees understand how these objectives support the organisation’s strategic aims.

Next 120 days: Launch mentorship programmes for underrepresented groups and establish forums for diverse voices to contribute to organisational strategy.

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The path forward

The opportunities ahead are enormous for organisations ready to embrace change and harness emerging trends. And by combining innovation, collaboration, and inclusivity, leaders can spark breakthrough transformation that creates lasting value regardless of today’s disruptions.  

The question isn’t whether to change, it's how fast you can adapt while bringing your entire organisation along with you.

So, how are you aligning your strategies with these macro-level trends? Connect with us today to develop a roadmap for change that’s tailored to your unique organisational needs. Together, we can unlock the full potential of visionary strategies. 

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