Human brains struggle to comprehend time beyond the immediate scope of our lives, we can easily picture our lifetime, and we can understand our parents and maybe even our grandparents’ lifespans, but when we go further back than that, our brains start to struggle. We know the romans were around 2,000 years ago, but it is difficult to comprehend that as two thousand individual years, rather than just as a fixed point in time from a history book.

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The construction industry is notoriously complex, presenting an array of challenges. From managing large-scale projects to ensuring compliance with evolving regulations, construction contractors must navigate a landscape filled with technical, commercial, and logistical hurdles. In this high-risk environment, leveraging specialised expertise can mean the difference between project success and costly overruns. Contractors face increasing pressure to deliver projects on time and within budget while maintaining best practice outcomes across the project.

Welcome to the latest issue of our newsletter, where we continue to explore the effective application of the ADKAR model in driving sustainable change within our projects. Building on our previous discussion about assessing team readiness, this edition introduces a practical tool for applying these insights: a detailed mapping matrix.

A few weeks ago I gave a Masterclass for the Rail Industry Safety & Standards Board (RISSB) on the role of the Independent Safety Assessor (ISA) on Major Projects. If you missed it there's a recording on YouTube here.

IS v2.1, the newest version of the Infrastructure Sustainability Design/As-Built rating tool developed by the Infrastructure Sustainability Council (ISC), is on the horizon for contractors across Australia. While many existing projects still operate under v1.2, getting your organisation ready to adapt to the requirements of v2.1 is crucial.

The ADKAR Model is a change management tool that guides both individuals and organisations through transformation. It's structured into five key stages: Awareness: Understanding why change is necessary. Desire: Fostering a willingness to support and engage in change. Knowledge: Equipping teams with the information and skills needed for change. Ability: Building competence and confidence to enact change. Reinforcement: Ensuring the change is sustainable and ingrained in practices.