Open > Change
Restructures fail on people, not plans. We design the change, then land it — with the leaders, the middle and the front line all pulling the same direction.
Pick the symptom. We'll deal with the cause.
The merger closed. Nobody knows which company they work for.
What good looks like
One identity people choose, not one imposed
You bought the platform. Adoption stalled at 20%.
What good looks like
Daily active use above 80%
Cuts are coming and trust is already thin.
What good looks like
Regretted attrition held flat
You don't have to start with a programme.
Find out why your rollout stalled. In eight days.
The first 100 days of an integration, written down.
Give your top 40 one way of running the week.
Build a peer network that trains itself.
Diagnose it, fix it, then hand it to a champion network.
Change Director
Fifteen years landing changes other people designed badly.
Interim Communications Director
Drops into an empty seat and makes it look staffed.
Adoption Lead
Gets the night shift trained. Everything else follows.
Programme Lead
Plans her own exit before she plans anything else.