A change plan
What changes, why, for whom, and in what order, written on one page everyone can read.
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Service
Lead your team through change.
New systems fail when people don’t come along. We help you plan the change, explain it well and make it stick.
Change management is a service from Regenerate Capital, a venture studio in the Eastern Townships of Québec. It helps founders lead their teams through growth, reorganizations, new tools and the adoption of AI, by planning each change, communicating it clearly, training people and tracking adoption, so the new way of working actually replaces the old one.
What’s included
What the service includes.
Stakeholder mapping
Who is affected, who has influence, and who needs to hear about it first.
Communication and training
The announcement, the FAQ and the hands-on sessions that turn a decision into a habit.
AI adoption support
Helping your team understand, trust and use new AI tools in their daily work.
Reorganization design
New roles, reporting lines and responsibilities when the team outgrows its first structure.
Adoption tracking
Simple measures that show whether people are really using the new way of working.
Sound familiar?
Do you have these problems?
- You rolled out a new tool, and three months later half the team still uses spreadsheets.
- Every reorganization leaves people confused about who they report to.
- Your team hears about big changes in the all-hands, and the rumours start the same afternoon.
- You want to bring AI into the work, but people fear it will replace them.
- The early team resists new processes because “that’s not how we do things here”.
- You change direction often, and the team has stopped taking announcements seriously.
Our approach
How we solve them.
01
Name the change
We write down what is changing, why now, and what success looks like in plain words. If we can’t explain it in a paragraph, the team won’t get it either.
02
Bring people in early
We talk to the people most affected before anything is announced, and use what they tell us to shape the plan.
03
Communicate in layers
Leaders first, then managers, then the whole team, each with the same message and room for questions.
04
Train by doing
Short, hands-on sessions on real work, with a go-to person for questions in the first weeks.
05
Measure and adjust
We track adoption, listen for friction and fix what isn’t working before calling the change done.
Track record
How we’ve solved it before.
Drawn from our founder’s past roles and companies. Past results don’t guarantee future outcomes.
COO through hypergrowth
As co-founder and COO of MLG Blockchain, our founder led a team that grew from 4 to 120 people in 9 months, fully remote, where structure and process changed constantly.
New systems at a growing firm
As Chief of Staff at Secure Digital Markets, our founder installed its HR and marketing systems as the company grew from 9 to 40 employees.
AI in daily operations
Our founder runs a fleet of AI agents for lead generation, outreach and operations across his own companies, so we know what adopting AI asks of a team.
Do it yourself
Resources to solve it yourself.
Start this week
- Before your next announcement, write the one-paragraph “why” and test it on someone outside the project.
- Ask two people who will be affected by an upcoming change what worries them, and write down their answers.
- Pick one tool or process you rolled out recently and check how many people actually use it.
- Name one person to answer questions about the change for its first two weeks.
Recommended reading
Mind and resilience
Think Again
Adam Grant
The discipline of changing your mind, essential in customer discovery and every pivot.
Leadership and relationships
Extreme Ownership
Jocko Willink & Leif Babin
Leaders own everything in their world. No excuses, no blame.
Mind and resilience
Mindset
Carol S. Dweck
The difference between a fixed and a growth mindset, and why it decides how founders handle failure.
Related services
Other services that could help.
Chief of Staff and operating rhythm
OKRs, meeting cadence, board reporting and the internal systems that give you your time back.
Experience · Chief of Staff at Secure Digital Markets (team of 9 to 40). COO at MLG Blockchain.
AI automation of operations
Agents that take over admin, reporting, support and back-office work, so a small team operates like a large one.
Experience · Runs a fleet of AI agents across his own businesses. Co-founded the AI inference platform Gatewayz.ai.
Talent and team building
Hiring plans, recruiting pipelines, onboarding and the HR foundations you need before you need them.
Experience · Scaled MLG Blockchain from 4 to 120 employees in 9 months. Built the HR function at Secure Digital Markets as it grew from 9 to 40.
Questions
Straight answers.
What kinds of change do you help with?
Growth that breaks your old structure, reorganizations, new tools and systems, and bringing AI into daily work. The method is the same: plan it, explain it, train for it and track it.
How do you handle a team that is afraid of AI?
We start by listening to the concerns, then show people how the tools help with their own work. Adoption comes from seeing the benefit, not from a mandate.
How do you charge for this?
Terms are flexible and shaped around your startup: equity, cash, commission, in-kind or a mix. We agree on them in writing before any work starts.
Work with the studio
Get on an exploratory call.
Tell us about your company in a few lines. Right after, you can book an exploratory call with our team to see how we can help.