Service
Transformation & Change
Large change programs run with discipline, so new ways of working actually stick.
- Of transformation milestones delivered on time across recent programs
- 92%
- Average return on program cost by month 18
- 2.4x
- Typical rise in employee confidence in the change
- +19 pts
Overview
Enterprise transformation design, program leadership and change management for leadership teams taking on multi-year change with real financial targets.
Most transformations do not fail on strategy. They fail in the eighteen months after the announcement, when the initial energy fades, the business still has a quarter to deliver, and nobody can say with confidence whether the program is on track.
We design transformations to survive that period. Every program starts from a financial target and works back to the initiatives, owners and milestones that will deliver it. A small transformation office keeps value visible each week and escalates decisions while they are still cheap to make. Change management focuses on the roles where behavior must change, which is usually a few hundred people rather than the whole company.
We also tell leadership teams what to stop. A program with sixty initiatives usually has twelve that matter. Cutting the rest frees the attention and talent the important ones need.
Questions we answer
What clients bring to this practice
- 01We have launched a transformation. How do we know whether it is on track?
- 02Our programs keep slipping. Is the problem the plan, the people, or the governance?
- 03How do we run a transformation while still hitting this year's numbers?
- 04How do we bring middle managers with us instead of around them?
- 05Which initiatives should we stop so the important ones get done?
- 06What should the board see each quarter to judge progress honestly?
What we do
How the practice can help
- 01
Transformation design
A program built from a clear financial target, broken into initiatives with owners, milestones and dependencies that leadership can actually manage.
- 02
Transformation office
A small central team that tracks value, clears blockers and runs the weekly cadence, staffed with your people and ours at first.
- 03
Program health checks
An independent four-week review of a program in flight, with a frank view on what is working and what to change.
- 04
Change and communications
Change plans built around the forty or fifty roles where behavior has to shift, not generic campaigns aimed at everyone.
- 05
Leadership alignment
Structured work with the executive team on decision rights, trade-offs and how they will hold each other to account.
- 06
Capability building
Practical training for the managers who will lead the change, delivered on live initiatives rather than in classrooms.
Industries
Where this practice works most often
How is this different from project management?
Project management keeps tasks on schedule. A transformation office tracks value against the P&L and forces decisions when initiatives stall.
How many people do you put on a program?
Usually fewer than clients expect. We would rather staff a small senior team and build your capability than run the program for you.
How long before results show up?
The first financial results typically appear within two quarters. A full transformation usually runs two to three years.
Can you take over a program that is already struggling?
Yes. A health check is often the starting point, followed by a reset of the plan, the governance and sometimes the scope.
Have a decision on the table?
Tell us what you are weighing. A partner will reply within two working days, and the first conversation is on us.