EMPOWERING BUSINESS

PurPose | Performance | Profit | PeoPle

WHY CHANGE?

PROBLEMS WE SOLVE + CHALLENGES WE MEET

VALUE + SERVICE

WHO IS THIS FOR?

CONTACT US

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“To improve is To change, To be perfecT is To change ofTen.”

– Winston Churchill

bigchangeagency.com 3

This presents opportunities only

to those willing to accept the

challenges and responsibility

inherent.

BIG Change Agency exist

to empower our clients

and partners in order to

thrive and progress through

these challenges and foster

initiatives towards growth and

improvement.

Is it the decision to improve, or the thinking and communication the organization shares to create the progress together?

What are the core principles that when followed, measured and standardised, enable businesses to excel and profit year after year?

How do we bring everyone along in leadership to drive the progress to grow through changes?

Fundamentally, all success is an

inside game governed by two

principles;

STRATEGY (Critical thinking + decisions)

BEHAVIOR (Built capability + willingness of the businesses people)

Businesses and organisations

cannot often control external

circumstances and market

forces.

Progress in changing times

can only be made by the

empowerment, thinking,

communication and

performance of the people that

make up the business at

all levels.

Why change?Business is a constant evolution of change and growth. although change is inevitable, progress is not.

What makes or breaks any initiative to progress and

improve in a business?

probLems We soLve + chaLLenges We meeT

producTiviTyWithin the past decade, researchers studying positive organisational behaviour in the workplace have discovered that it is the highly developed psychological capital or ‘mindset’ of high performers that determines their high levels of productivity profitability, engagement, innovation and quality of life.

australia has been ranked second worst of 51 countries for productivity growth, according to a global survey that places the nation’s economic performance behind 33 countries, including new Zealand and colombia.

$7BILLIONThe amount that absenteeism

costs Australia each year.

“When employees are highly engaged, their companies

achieve higher labour productivity and lower staff

turnover and provide higher returns to shareholders.”

Understanding Productivity Australia’s Choice. Green, Toner, Agarwal. (2012). McKell Institute. The University of Technology Sydney.

empLoyee engagemenT Business or work units that score in the top half of their organization in employee engagement have nearly double the odds of success (based on a composite of financial, customer, retention, safety, quality, shrinkage, and absenteeism metrics) when compared with those in the bottom half. .

employee engagement affects nine performance outcomes. compared with bottom quartile units, top quartile units have:

Those at the 99th percentile have four times the success rate compared with those at the first percentile.– GalluP

21%Higher

Productivity

22%Higher

Profitability

41%Fewer Quality

Incidents (Defects)

10%Higher Customer

Metrics

28%Less

Shrinkage

48%Fewer Safety

Incidents

41%Fewer Patient

Safety Incidents

37%Lower

Absenteeism

25%Lower Turnover

(high-turnover organisations)

65%Lower Turnover

(low-turnover organisations)

Only 24% of Australian employees are engaged at work, according to Gallup’s new 142 country study on the state of the Global Workplace.

the bulk of employees worldwide, 63% are “not engaged,” meaning they lack motivation and are less likely to invest discretionary effort in organizational goals or outcomes. 24% are “actively disengaged,” indicating they are unhappy and unproductive at work and liable to spread negativity to co-workers.

BIG Change Agency. Empowering Business.6

All of BIG Change Agency client/

partnership projects are based on clear and consistent measurables and tracked with a tool that read back

impact on bottom line results.

BIG Change Agency consults, researches, diagnoses and if suitable

presents a proposal based on a 10:1

value proposition.

Our clients and partners understand that

our programs are a partnership based on clear goals, strategy, measurement, communication and understanding.

True results based on human

empowerment with clear and consistent

measures of success.

Our clients and partners see significant

improvements in the financial performance of their business, they

also experience a workforce that is more

dynamic, focused, productive and a

positive workplace culture underpinned

by continuous improvement.

our results Do tHe talKinG

Contact us today to discover how your business experience BIG Change Agency proposed growth.

big change agency vaLue + service the measured results and value of a BIG Change Agency project include:

IMPROVEd EMPLOYEE ENGAGEMENT

INCREASEd PROdUCTIVITY

EFFECTIVE BEHAVIOURAL CHANGE

INCREASEd SALES + CONVERSION

HoW We measure tHe value anD results.

For every dollar spent, your returns are measured at $10.

bigchangeagency.com 7

BiG change agency designs

and delivers results based

programs with our clients

and partners across four

major categories.

WHat We Do.

HoW Do We Do it.

CONSULTING - THE UNdERSTANdING, dIAGNOSIS ANd STRATEGY

BiG change agency will work with

you to understand your objectives

and offer advice based on research

we conduct within your business. We

then formulate a project plan with you

and put the measures of success and

benchmarks in place.

FACILITATING - THE COLLECTIVE PLAN TO IMPROVE

BiG change agency runs collective discussions that

lead the groups ideas, importance and ownership of

the project and its purpose, outcomes and standards in

a way that brings everyone along in the process.

TRAINING - THE kNOWLEdGE ANd BUILT CAPABILITY

BiG change agency

draws on hundreds of

proven models that

upgrade and shift the

thinking of the group in

support of the projects

purpose and results.

COACHING - THE SUPPORT ANd ACCOUNTABILITY TO FOLLOW THROUGH ANd ACHIEVE THE RESULT BiG change agency continues to support

the individuals within the business by

providing them with support, building

capability and keeping them accountable

to the new standards set in the business.

CHANGE MANAGEMENT

CULTURE dEVELOPMENT

COMMUNICATION, INFLUENCE + SALES

LEAdERSHIP ExCELLENCE

Who is This for? It all starts when our people meet your people.

BIG Change Agency is built on the success of a core group of top performing consultants, facilitators and trainers and draws from a large and highly skilled network of over 500 change agents.

We cover all business structures inclusive of;

LARGE MULTI-NATIONAL CORPORATIONS

SMALL TO MEdIUM SIzE BUSINESSES + COMPANIES

GOVERNMENT ANd dEFENCE

CHARITY ORGANIzATIONS

8 BIG Change Agency. Empowering Business.

BiG cHanGe aGency WorKs across tHe folloWinG inDustries;

bigchangeagency.com

ENTERTAINMENT PUBLISHING

IT TELECoMMS BANKING + FINANCE

MILITARY HEALTH + FITNESS

EDUCATIoN REAL ESTATE

INSURANCE MANUFACTURING

FMCG

oIL + GAS

NoT FoR PRoFIT

MINING + METALS

BIG Change Agency. Empowering Business.10

GLOBAL HEAd OFFICE

MELBOURNE OFFICE33 City Road

Southbank VIC 3006

Australia

EASTERN AUSTRALIA

BRISBANE OFFICE55 Baildon Street

Kangaroo Point QLD 4169

Australia

SOUTHEAST ASIA

JAkARTA OFFICEWisma Bayuadji Suite 4B-02A

Jl. Gandaria Tengah III, No.44

Kebayoran Baru, Jakarta

Selatan 12310 Indonesia

conTacT our officesWith a strong foothold in the major cities of australia and southeast asia, our wide reach brings change...BiG change.

BIG CHANGE AGENCY.COM | ENqUIRY@BIGCHANGEAGENCY.COM

references1. Paying attention in a particular way: on purpose,

in the present moment, and non-judgementally. Jon

Kabat-Zin, 1994.

2. Hassad, C. 2008. Mindfulness, wellbeing and

performance. NeuroLeadership Journal Issue one.

3. Mowbray. D. 2010. Resilience and strengthening

resilience in individuals. Management Advisory

Service. www.mas.org.uk.

4. Australian Institute of Health and Welfare, Risk

Factors and Participation in Work, 2010.

5. Bernard, M.E. (2013). The High Performance

Mindset at Work. Southbank, VIC: The Bernard Group.

6. Dweck, C. (2006). Mindset. New York: Random

House.

7. Avey, J.B., Wernsing, T.S., & Luthans, F. (2008). Can

positive employees help positive organisational

change? Impact of psychological capital and

emotions on relevant attitudes and behaviors. The

Journal of Applied behavioral Science, 44, 48-70.

8. Luthans, F., Luthans, W., & Luthans, B. (2004). Positive

psychological capital: Beyond human and social

capital. Business Horizons, 47, 45-50.

9. Judge, T.A. (2009). Core self-evaluations and work

success. Current Directions in Psychological Science,

16, 58-62.

10. Rock, D. SCARF 2008 & 2012, Neuroscience of

Engagement Managing with the brain in mind.

11. Towers Watson, 2012, Global Workforce Study:

Engagement at Risk Driving Strong Performance in a

Global Volatile Environment.

12. SAGE HRMS, 2013, ROEI return on employee

investment: Increase competitiveness through your

biggest asset. SAGE HRMS Report, 2013, St Petersburg,

Fl. USA.

13. The study was commissioned by the US Society of

Human Resources Management and the Australian

Human Resources Institute. It was undertaken by the

Economist Intelligence Unit, with Wayne Cascio of the

University of Colorado in Denver taking an advisory

role for the study.