Earth2Mars

We help drive successful change management across the world by leveraging the power of technology, people and co-creation.

We help individuals, teams and organisations (from start-ups to multinationals) create and navigate through any level of change, to create rapid and engaging results. Get in touch with us to find out how we can help you.

02/06/2026

Teams don’t burn out all at once.
They usually send warning signs first.
In September 2025, SafeWork NSW reportedly ordered UTS to pause parts of a restructure because of the risk of psychological harm to staff.

Because change risk is no longer just:
“Will the project land?”

It is also:
“What is this asking people to carry?”

Most major change programs asks people to absorb more:

More decisions. More uncertainty. More meetings. More pressure. More “just for now” workarounds. More BAU while the future state is still being built.

Some stretch is normal.
But there is a point where stretch turns into overload.

And the early signs are often easy to miss.
They look like:

→ Good people stop asking questions
Not because they agree, but because they’re tired of raising the same concerns.

→ Meetings go quiet
Less debate. Less challenge. More silence.

→ Decisions slow down
Not because people are resisting, but because everything feels urgent.

→ Small issues trigger big reactions
A changed deadline or another request lands harder than it should.

→ Leaders hear “we’re fine” too often
Especially from teams that clearly are not fine.

→ People start protecting their own patch
Not because they don’t care, but because they’re trying to cope.

This is where wellbeing, psychosocial safety and change governance overlap.

It is not enough to ask:
“Are we on track?”

We also need to ask:
“What is the load doing to our people?”

Because by the time overload shows up as burnout, conflict, sick leave or resistance, the warning signs have usually been there for weeks.

Which sign appears first in your teams?

26/05/2026

Here's a template that can help your sponsors, program leads and business leaders get aligned, surface risks and agree on practical actions, before a project rollout.

It's our 1-pager briefing template that we use to get clear on three things:
1. What is changing?
2. Where is the adoption risk?
3. What do leaders need to do next?

We often see rollout risk sitting in the gaps between leaders (not just in between project plan lines).

Often, the program is on track, and the sponsor believes the business is ready.

But managers are still unclear.

Teams are already overloaded.

And no one has quite joined the dots yet.

That is where the briefing helps.

It creates a 30-minute working conversation around:

• What people will need to do differently
• Which teams will feel the biggest impact
• Where fatigue, trust or competing priorities could slow adoption
• What messages, decisions or escalations leaders need to own
• How readiness will be checked before rollout

The value is not the document.

It's the conversation it creates.

It moves the room from:
“We’re on track.”

To:
“Are our people ready, and what do leaders need to do next?”

Get the editable PDF:
Email [email protected]

28/04/2026

A big congratulations to our latest Change Accelerator Course graduates! 👏

You’re now officially certified Human-Centred Design Change Leaders.

Over the past few weeks, we've had the privilege of exploring real-world change challenges with you.

What stood out was the trust, energy, and safe space to experiment to build the core skills of change:

✅ Facilitate with human-centred design approaches that build accountability and ownership with people
✅ Future-proofing your skills by knowing how to use digital and AI tools to enhance your change approach
✅ Master your influencing skills to make every conversation meaningful and with purpose

The skills you’ve gained don’t just create change; they're crucial to leading change in our world today.
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Want to build modern skills to change management?

📩 Get the brochure or book at chat and see if it’s the right fit for you or your team.
Email [email protected]

22/04/2026

AI is changing where power comes from.
And that means change management must evolve.
Over the years, power has shifted through these different structures:

TITLES: Authority once came from position

KNOWLEDGE: Then it came from what you knew

IDEAS: Then, knowledge became democratised, and ideas became the advantage

INTELLIGENCE: Now, AI is democratising intelligence itself

So when intelligence is no longer scarce, what creates value?

At Earth2Mars, we believe the differentiator becomes more human, not less.

Because when everyone has access to answers, the advantage shifts to change professionals and leaders who can:

- ask better questions
- make meaning together
- build trust through uncertainty
- design change with people, not just for them
- integrate technology without losing humanity

That has big implications for change management.

This next era will not be led by those with the most authority, or even the fastest outputs.

It will be led by those who can combine intelligence with judgment, empathy, and shared understanding.

Those who know how to bring people with them.

That is why we believe change management must become more human-centred in the age of AI, not less.

The real challenge is not just adopting new technology.

It is reshaping how we lead, communicate, and create the conditions for people to adapt.

Because if AI changes where power comes from, it also changes what leadership requires.

And that is the work ahead.

What do you think will matter most as AI reshapes organisations: speed, intelligence, or human experience?

16/04/2026

Across a lot of the work we’re doing right now, one theme keeps coming up.

Leaders aren’t struggling with change itself. They’re trying to figure out what it means to lead when change doesn’t stop.

AI is accelerating decisions.
Expectations are shifting faster than systems can keep up.
And the human side of change is becoming more, not less, important.

In a couple of weeks, Andrew Butow will be facilitating a session with RMIT Executive MBA alumni in Melbourne exploring this challenge.

Where different perspectives come together, assumptions get challenged, and leadership is worked through in real time.

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08/04/2026

A change team can miss a deadline without being the problem.
Sometimes the problem is the conditions they have been asked to perform in.

It is operating in conditions that make good performance harder.

When priorities keep shifting, roles are unclear, communication is patchy, and people have little control over how change lands, performance drops.

Not because people do not care. Because the environment is working against them.

That is not just frustrating. It is a risk.

In Australia, poor organisational change management is recognised as a psychosocial hazard. Safe Work Australia says it can cause psychological and physical harm. Comcare also warns it can lead to psychological injuries and reduced productivity.

So before labelling a change team resistant, disengaged, or underperforming, it is worth asking a better question:

Have we created the conditions for them to succeed?

That takes more than a go-live plan and a communications pack.

It takes ->
- clear roles
- real consultation
- practical support
- space to adapt
- and leadership that reduces uncertainty instead of amplifying it

Change teams need capability.

But capability alone will not carry a team through poorly designed conditions.

If we want sustainable change, we cannot treat mental health as separate from delivery.

It is part of delivery.

And this is not just a leadership preference. The Commonwealth Work Health and Safety Code of Practice on managing psychosocial hazards is now in force, and poor organisational change management sits directly in that conversation.

If change is creating strain in your organisation, it may be time to stop treating it as a performance issue alone and start looking at the conditions surrounding the work.

23/03/2026

Over the weekend, we welcomed a new wave of change leaders into our Change Accelerator Course.

And the energy in the room said it all.

Different perspectives.
Open conversation.
Real-world challenges.
Human-centred thinking in action.

This course is not just about process.

It’s about helping change leaders build practical, future-ready capability through human-centred design, technology and AI, and rich peer-to-peer discussion grounded in real experience.

Over two days, this cohort explored new ways to think about change, stretched their thinking, and started building the confidence to apply these ideas in practice.

A big welcome to Carol Vayanos, Deborah Fleischer, Gloria Li, Lauren Player, Lisa McPherson, Matthew von Stiegler, Samir Deshmukh, and Tracey Mythen.

We’re thrilled to have you with us and excited for what’s ahead as we dive deeper into the behavioural science and human skills that help turn change from resistance into real adoption.

Here comes the next wave of human-centred design change leaders.

19/03/2026

Big congratulations to the Change and Project Management team at .

They’ve completed the Change Accelerator Course and are now part of our global alumni community of change leaders.

It’s always inspiring to work with people who are committed to making change more human.

They brought their openness, curiosity, and a genuine willingness to apply human-centred design in their practice.

When learning is supported by an organisation like , it goes even further by investing in the growth and future-readiness of its people.

A special thank you to Kaitlin O'Grady and Gabrielle Jonas for leading this with us.

Through the course, participants built capability in:

✅ A Human-centred design change approach that is people-focused and creates ownership
✅ Digital and AI tools that support modern change practices
✅ Practical ways to build confidence, shift mindsets, and strengthen adoption

Sustainable and lasting change is not just about learning new tools.
It’s about building the confidence, capability, and mindset to use them well.

Well done team! You’re building the future of change leadership.

18/03/2026

We keep seeing the same mistake when leadership teams talk about AI.

They feel pressure to “do something with AI” before they’ve worked out one basic thing:

How ready is the organisation, really?

In a lot of cases, there’s no clear answer.

It is not because leaders do not care.
It is because AI is moving fast, and most organisations are being pushed to act before they’ve built the foundations.

That is where teams get into trouble.
They start with tools before strategy. Excitement before governance. Adoption before capability.

What matters most is not moving first.
It is knowing where you stand.

Before you invest more time, money, or energy into AI, start here.

Use this simple AI Readiness Guide to assess your organisation across 7 dimensions:

• Strategic Alignment
• Data & Infrastructure
• Technology & Tools
• People & Skills
• Governance, Ethics & Risk
• Change & Culture
• Roadmap & Continuous Improvement

Score each area from 0 to 3:

0 = Not started
1 = Emerging
2 = Established
3 = Leading

Then add your total:

0-7 = Early stage
Focus on strategy and quick wins

8-14 = Developing
Strengthen data, skills, and governance

15-21 = Mature
Scale use cases with more confidence

This is often where the real conversation starts.

Most AI challenges are not just about the technology.
They are about readiness, behaviour, capability, and change.

If you want a copy of the guide, or want help assessing where your team is today, email [email protected]

10/03/2026

When Elizabeth Tonkin from BAE Systems needed to make their change workshops more engaging, the Change Accelerator Course gave her the tools to do it.

Before the course, she was delivering workshops in a traditional way.

After the course, she was able to bring people along the change journey while making it practical, inclusive, and even a bit fun.
Applying tools and techniques that went beyond theory and directly helped in their day-to-day work.

Congratulations, Elizabeth! It was an honour to support you on this journey. Keep up the great work, learning, and growth.

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Want to lead change more effectively and make your initiatives stick?
Course starts next week, March 21 (final spots left)

Get in touch to find out more -> [email protected]

Address

Alexandria, NSW
2015

Website

http://www.earth2mars.com.au/

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