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Given the events of the last 18 months, it should come as no surprise that many businesses are seeking stability and predictability. However, in a world where customer habits are changing, technology evolves, and the economy remains volatile, change and disruption are inevitable.

Furthermore, scaling a business for growth, whether by developing new products or services, moving into new markets or taking on larger projects, demands constant innovation and transformation.

Accommodating such change requires two crucial elements: Capacity and capability. While often used interchangeably, capacity and capability differ greatly, and both must be finely balanced for companies to realise their full growth potential. Here, we explore their definitions and why they are so important for businesses embarking on change.



From a change perspective, capacity refers to an organisation’s ability to absorb change effectively. In short, can your business physically handle the demands of change? Key areas to address include:

● Resources. Which areas of your business need to be bolstered? Do you need extra people, technology or equipment to deal with the change or potential increased activity/demand? You might conclude that you need to bring in additional resources to free up employees from their business as usual (BAU) tasks so they can better get to grips with the change.

● Suppliers. Will they still be suitable post-change? Can they scale with you? If the answer is no, new suppliers should be identified before a project gets underway.

● Quality. Can you effectively maintain quality control throughout change? How will you ensure products/services remain at a high standard pre, during and post?

● Finance. Will cash flow be affected? Does the change mean that your pricing structure needs to be revisited?


Without the groundwork to identify potential capacity issues, organisations risk becoming overwhelmed by the pace and scope of change.



This refers to the skills and knowledge an organisation requires to get to where they need to be. While you may have the capacity to manage change, you could be lacking the capabilities vital to do so.

First and foremost, you must ensure you have the right people in the right roles. A solution to gaps in capability, particularly for managers, is to provide training in change leadership. However, for this to be effective, it requires a significant time investment to ensure they have fundamental knowledge and skills that can then be built upon.

Additionally, change calls for organisation and support to ensure projects stay on track. It’s why advisory boards are often established to offer guidance and help to predict and overcome any challenges along the way.

In today’s evolving business landscape, organisations are increasingly seeking the skills of OD and change experts, who are either a permanent fixture in the business or engaged on an interim basis. Skilled and experienced in guiding companies through transition and transformation, dedicated change professionals connect businesses with the specific skills they require and provide a valuable external perspective. Having dedicated experts who can effectively strategise, communicate, and implement change can significantly enhance the success of large-scale initiatives and minimise organisational disruption.

Through knowledge-share, change leaders can also help to develop these vital skills in-house. By increasing the knowledge and skills of your team, you will go a long way in expanding your organisation’s capacity, meaning future change projects can be delivered confidently and seamlessly.


Connect with the people who power change

Omni Search combines extensive industry knowledge and expert consultancy to help organisations find permanent or interim leaders who facilitate people and process change.

Our team aligns with the unique strategy and goals of your business to gain an in-depth understanding of your organisation design, internal culture and change management requirements. From our extensive network, Omni Search secures the experts you need to transform your organisation and place you on the road to long-term success.

Click here to learn more about Omni Search and what we can do for you, or contact Ben Fitzgerald on 07890 609 734 or email ben.fitzgerald@omnirms.com.


Key Challenges in the Road Ahead…  

In our guide, ‘The Talent Acquisition Odyssey: Key Challenges in the Road Ahead’, we delve into some of the main pain points and areas of focus for TA teams right now. We also explore why there is now an increased reliance on external recruitment partners and the significant value they can add to organisations looking to grow and thrive in 2021 and beyond.

Download Guide