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Limelight Beams

The technology is the easy part.

Limelight owns the change workstream end to end — so your people are ready, your processes land, and your programme delivers what it promised.

People 15-1
Why it matters

Change management that starts at day one, not month nine.

Most organisations invest heavily in technology and delivery. Change management gets added later — under-resourced, under-scoped, and starting too late to make a genuine difference.

By go-live, people are using a system they weren't involved in designing, following processes they don't fully understand. That is not a technology failure. It is a change failure. And it is almost entirely preventable.

We own the change workstream. From strategy to adoption.
Limelight takes full responsibility for business change across the programme lifecycle — not as an advisory function, but as an active, accountable delivery workstream.

1

Stakeholder Engagement & Communications

Every stakeholder group identified, mapped, and engaged with a strategy specific to them. We build a communications plan that runs across every programme phase — creating awareness first, then understanding, then readiness, then adoption. Integrated with your organisation's existing channels, not added on top.

Becuase
everyone matters

2

Change Impact Assessment and Plan

A detailed, role-by-role view of how process, system, and organisational changes will affect your people. We track agreed Change Action Plans to ensure every impact has an owner and a mitigation — so business readiness is managed, not assumed.

Because
this get us from 'a' to 'b'

3

Training Design & Delivery

From Training Needs Analysis through to content development, Train-the-Trainer, and go-live delivery. Training built around how your people actually work — your processes, your language, your context — not a generic system walkthrough.

Because
process training matters

4

Change Champion Network

A network of champions embedded across the business — identified, activated, and supported throughout the programme. Champions surface resistance early, build grassroots momentum, and give the programme ground-level intelligence it cannot get any other way.

Because
this gets the word out

5

Change Readiness Assessment

Evidence-based measurement of the business's genuine readiness to absorb each change — across people, processes, data, technology, and support. Tracked at multiple points throughout the programme so interventions happen before go-live, not after it.

Because
evidence matters

Leading our Change Practice
1738499353638

Jayne Mather

Jayne brings twenty-five years of change management experience across consulting and in-house roles. Her background in psychology, the military, and HR gives her a distinctive edge — understanding how organisations actually resist and absorb change, not just how they should. Jayne has deep sector experience across many industries including retail, FMCG, and manufacturing. She is the author of two bestselling books on organisational change.

Meet Jayne
Beams
From Launchpad to go-live. And beyond.
Limelight integrates change management from the Launchpad phase through to post go-live reinforcement — running in parallel with technical delivery at every stage, not waiting for it to finish

Discover & Prepare

The foundations established before any design decisions are made — so the business is shaping the programme, not reacting to it.

Explore

Running in parallel with system design — ensuring every design decision is assessed for its impact on people before it is locked in.

Realise & Deploy

The critical window where the quality of change management determines success of go-live.

Run

Change management doesn't stop at go-live — it transitions into sustained adoption and continuous improvement.

People 40

Independent change leadership. No conflicts of interest.

Most delivery partners offer change management as part of their service. The challenge is that their change team operates within their commercial model — which means readiness assessments can be influenced by delivery timelines rather than business reality.

Limelight's change management is independent. We sit on the client side. Our readiness assessment is honest — including when we recommend slowing down.

For you.

A dedicated change team that represents your interests throughout the programme.

For your programme.

An honest readiness picture at every stage — not one produced by the party responsible for delivery.

For your delivery partner.

A well-prepared business that is ready to receive the system they are building — which makes their delivery faster and smoother.
Beams
Prism logo
Change management you can see in real time

Limelight's Prism platform tracks the entire change workstream — giving your leadership team a live, independent view of change management.

  • Change impacts logged, owned, and tracked to resolution
  • Readiness assessments updated at every programme stage
  • Training completion tracked across all user groups
  • Adoption metrics visible throughout and after go-live
  • One version of the truth — accessible to your leadership team directly
Questions we get asked.
When should change management activities begin in a transformation programme?

From day one. Treating change management as a pre-go-live activity is the single most common change management mistake. By the time system design is settled, the window for genuine co-design with the business has closed, and adoption becomes a communication exercise rather than an engagement one.

Organisations that invest in change management early consistently achieve faster adoption and higher benefit realisation at go-live. Limelight integrates it from the Launchpad phase — not as a final-mile activity.
What is the role of a change champion network in an SAP transformation?

Change champions are nominated individuals embedded across the business who act as advocates for the programme, gather feedback from colleagues, and support adoption in their teams. They close the gap between the central programme team and day-to-day users, surfacing resistance early and building grassroots momentum for new ways of working.

The most common mistake is activating change champions too late — treating them as a go-live activity. Limelight designs and supports change champion programmes as a core part of business change delivery from the Launchpad phase onwards.
How do we manage resistance to change during an SAP transformation?

Resistance is a natural and rational response to significant change and should be anticipated, not suppressed. The most effective approach surfaces it early, understands its root causes, and addresses them directly. Resistance typically reflects fear of job impact, lack of confidence with new technology, or distrust of the programme's intent — each requiring a different response.

Visible leadership support, meaningful involvement in design decisions, and honest communication are the most reliable tools. Limelight builds resistance identification and management into the business change workstream from programme start.
How can I ensure user adoption of the new SAP system?

Adoption is determined long before go-live. Organisations that treat user adoption as a training programme in the final months consistently underperform their benefit forecasts. The factors that drive adoption are: understanding why the change is happening; involvement in design rather than presentation of a finished system; genuine system confidence before go-live; and visible leadership reinforcement.

Limelight builds these conditions into business change delivery from the start — not as a final-mile activity but as a continuous workstream.
How does Limelight's change management work alongside our existing HR and internal communications teams?
Limelight's change practice is designed to augment your internal capability, not replace it. We work alongside HR, change teams, internal communications, and people teams — integrating with existing channels, processes, and governance rather than creating parallel ones. In most engagements, our presence strengthens internal capability rather than competing with it. Our goal is to uplift any internal capabilities.
What is the first step to working with Limelight?

The first step is a structured consultation — typically sixty to ninety minutes — in which we understand your programme's current position, objectives, and the specific challenge you are trying to solve. We will be direct about whether and how Limelight can help. There is no commitment required and no proposal pushed before that conversation.

Most engagements begin with RunFast Launchpad for organisations at the start of their journey, or a RunHealthy Assessment for programmes already running. We will tell you clearly which starting point fits your situation — including if neither is right for you.
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Change management is not a support function. It is a delivery discipline.
Every SAP programme benefits from change management that starts early, runs deep, and is owned by someone accountable for the outcome. Let's talk about what that looks like for yours.
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