Transformation and Change
Help your people run the new operating model
Organizational assessment, transition planning, Agile ways of working, role and incentive design, change and adoption programs, and internal communications. Run alongside the strategy and the build.
How we work
A new operating model changes people's jobs: the brand director's calendar, the review lead's process, the field team's tools. We plan for those changes from the first week. We map how roles and decision rights will shift, design the new ways of working with the people who'll hold them, and run communications and adoption until the new model is simply how the job gets done.
When this fits
- The strategy is approved and you're ready to put it into practice
- A reorganization, team consolidation, or agency consolidation is changing who does what
- Teams are moving to a new operating rhythm, such as Agile squads, a global and local model, or shared services
- You want to keep morale up and hold on to your best people through the change
What you get
- An organizational assessment of what will help and what will slow the change
- A transition plan with sequencing, owners, decision rights, and a date to retire the old process
- Agile ways of working and team design, set up with your teams and coached through the first delivery cycles
- Role, talent, and incentive design so scorecards reward the new work
- Change, adoption, and internal communications plans, with measures that track how the new way of working takes hold