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Introduction and challenges

Transformation programs increasingly require wholescale ‘adaptive’ change, not just installing tried and tested solutions to well-known (technical) problems. Adaptive change is required when our traditional beliefs are challenged, when what has made us successful becomes less relevant and when legitimate yet competing perspectives emerge. Adaptive change requires new approaches. 

Most efforts at this fail because executives are used to managing traditional improvement programs, which deliver incremental changes that have a safe and steady look and feel. Altering mindsets and being open to changing the approach is therefore crucial to helping transition into this new world of transformation. 

Our approach to supporting clients in the definition and delivery of transformation programs is rooted in striking an appropriate balance between proven technical solutions (to problems that are understood or have been previously experienced) and adaptive solutions (tackling problems not previously experienced, with no known solution, and which typically require different behaviors).

Indeed, transformation programs often require leaders to address problems for which there is no pre-defined solution. Executives often have to operate in unknown and unpredictable conditions, as entirely new solutions are implemented to transform their businesses. When helping clients to explore their transformation challenges, our consultants bring strong change management skills that are well suited to guide executives; demonstrating the humility to accept that they don’t have all the answers but are tenacious and act with confidence to get to them. 

As change programs continue to grow in terms of complexity and difficulty, establishing credibility and reliability quickly is a given for our consultants and the minimum that our clients expect. We recognize though that building trust takes time. We rely heavily on the empathy and humility required to get to the best solutions that have a lasting impact and build enduring client relationships. We work alongside our clients, standing shoulder to shoulder in delivering real, sustainable change. 

We believe that the ultimate goal of transformation leadership and effective change management is to be authentic and supportive in helping people make breakthroughs in changing behaviors. We do this by taking the time to understand our clients and identify with them, whilst maintaining the critical aspect of objectivity. We aspire to be humble, yet confidently ask tough questions, helping leaders to search and co-develop the answers they need. This behavior enables our consultants at all levels, to provide outside advice in a way that can be implemented by each particular business. 

How we can help

Our evolution over two decades has enabled us to build a robust approach to helping clients with the shaping, defining and delivering of large, complex programs. Our methodology for helping clients is based on a tried and tested overall set of client-centric principles, specific complex problem-solving skills, and real industry experience. Our overall transformation framework Assess Design Embed® provides a comprehensive set of tools and techniques that underpin each client engagement.

We work in partnership with our clients at different stages of their programs, providing hands-on support where our impact can add the greatest value. 

Typical areas of support include:

  • Program design
  • Program delivery
  • Program governance
  • Risk assessment
  • Benefits realization
  • Stakeholder management
  • Project management
  • People capability assessment
  • Systems capability assessment
  • Acquisition integration

All transformation programs present a unique mix of complexity and degree of difficulty. Clearly defining the program, and engaging key stakeholders authentically is critical to its eventual success. We work with clients to avoid over-complicating programs, as well as providing an independent perspective in ensuring the change challenge is not over-simplified.