Engagement Path
A clear sequence for change management consulting engagements — from first conversation through adoption — so sponsors know what happens when.
Why we publish the path
Clients ask how consulting time is used before they commit budget. This page describes the usual arc for an Organisational Change Programme. Smaller consultations use the same logic in compressed form.
Stage 1 — Orientation
A 45–60 minute conversation covering the change type, decision dates, industrial or consultation obligations, and who must stay informed. We say quickly if the work is outside our practice (for example, pure process redesign without a people component).
Stage 2 — Discovery
Interviews, document review, and a short observation of how information currently moves between leaders and teams. Findings arrive as a brief you can share with your executive group — themes, risks, and open questions.
Stage 3 — Design
A working session where sponsors lock the sequence: who hears what, when managers are briefed, which questions remain unanswered on announcement day, and how feedback returns. Outputs include a milestone plan and draft talking points.
Stage 4 — Mobilise
We support live briefings, coach sponsors through difficult rooms, and adjust the plan when reality shifts. Your internal coordinator owns logistics; we own facilitation quality and message consistency.
Stage 5 — Adoption check
Three to four weeks after go-live we gather light evidence: manager pulse, hotspot conversations, and a written note on what needs a second pass. Many engagements end here; some extend for a short stabilisation period.
What you will not see
We do not sell opaque “phases” with trademarked names. If a stage is not needed, we skip it and say so on the quote. For a lighter entry point, start with a Change Readiness Assessment or Leadership Alignment Sessions.
See whether this path fits your change
Browse our consultations or ask for an introductory conversation about your timeline and constraints.