The shape of organisations is constantly changing, whether by departmental merger or simply because two teams are coming together or because you are seeking cultural change. The clash of cultures between teams can militate and ruin even the most meticulous preparation or the logic of the move. Before the move Working with the groups, teams and individuals to construct new ways of seeing the move and deal with the concerns they may have. During the transition Resolve the issues of different ways of working and attitudes to work. This can improve the quality of work, which is not achievable in other ways. After the move Create a new community with its own ‘history’ All these stages provide an opportunity to improve the process of work by enabling the community to develop an aim which is congruent with the organisations e.g. increasing membership or subscribers. From Apathy to Energy One of my favoured routes is to work with the groups who themselves develop policies on equal opportunities and creative and cultural renewal. This can expand and deepen the skill and competency base from which to grow as well as a positive environment to turn anxiety and the associated apathy towards change into energy for action.