CHANGE THAT STICKS. NOT CHANGE THAT GETS ANNOUNCED.
Consultancy for organisations in transition: restructures, new technology, new operating models. Designed properly, communicated properly, and adopted by the people who have to live with it.
Most transformation programmes don’t fail at the plan. They fail at the people.
The strategy deck gets approved, the milestones get tracked, and eighteen months later everyone is quietly working the way they always did. Not because the plan was wrong, but because nobody brought the organisation along with it.
We do both halves of the job: the consultancy that designs the change, and the communications discipline that gets it adopted. It’s the same combination we’ve used to help some of the UK’s biggest organisations through complex transitions.
Change strategy and planning
A transformation roadmap built on how your organisation actually works, not how the org chart says it does. Stakeholder mapping, sequencing, risk, and the honest conversation about what’s achievable at what pace.
Operating model and process change
When the structure has to change, the work has to keep flowing. We design new operating models and ways of working that people can actually follow, and help you land them without losing the quarter.
Technology adoption
New platforms only pay for themselves when people use them. We plan and deliver the adoption side of technology change, from ERP and workplace tools to AI, so the software you bought becomes the way work gets done.
Leadership alignment
If the top team isn’t telling the same story, nobody else will. We work with leaders on the narrative, the messaging, and the moments that matter, so the organisation hears one voice.
Change communications
The discipline we’re known for, pointed at your programme. Messaging frameworks, content, and communication plans that bring people along, delivered by the same team behind our strategic communications work.
Adoption and embedding
The last mile most programmes skip. We measure whether the change is actually landing, reinforce where it isn’t, and stay until the new way of working is just the way of working.
IMPLEMENTED ISN’T THE SAME AS ADOPTED.
An implemented change is on the project plan. An adopted change is in people’s habits. The gap between the two is where transformation budgets go to die.
We’ve helped organisations including BT Group, Openreach, and the London Ambulance Service communicate through complex change without losing their people along the way. The consultancy designs the journey. The communications make sure everyone’s on board.
How is this different from your Strategic Communications service?
Strategic Communications is about communicating clearly: internally, with stakeholders, and through change. Change and Transformation is the consultancy around it: designing the operating model, planning the programme, and driving adoption. They work best together, and we cross-staff them deliberately.
Do you work alongside internal teams or other consultancies?
Yes, and often. We’re comfortable being one part of a bigger programme, owning the adoption and communications workstream while others own the technical delivery. No territory games.
How do you price transformation work?
Fixed fees where the scope is clear, and a retainer where the programme needs ongoing support. We tell you the cost before we start, and we tell you honestly if we think the scope is wrong.
What kinds of change do you cover?
Restructures, supplier and team transitions, technology and AI adoption, new operating models, and the leadership alignment that holds it all together. If people have to work differently on the other side of it, it’s our kind of programme.
Planning a Change Programme?
Talk to us before the announcement goes out. It’s considerably cheaper than fixing it after.
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