Consultation
Organisational Change Programme
End-to-end change management consulting for restructures, operating model shifts, and multi-site transitions where sponsors need a clear plan and steady facilitation.
Who this is for
Executive sponsors and people leaders preparing a material organisational change: merging departments, redrawing reporting lines, relocating work between sites, or introducing a new service model that alters day-to-day roles. Ideal when more than one stakeholder group must move together and informal corridor talk already shapes the mood.
Result you can expect
A documented change plan with named owners, a sequenced communications and briefing calendar, manager talking points grounded in your decisions, and a short adoption review after go-live. You leave with artefacts your team can keep using — not a dependency on us for every conversation.
What is included
- Discovery interviews with sponsors, selected people leaders, and a cross-section of affected staff
- Stakeholder map and risk register focused on people impacts (not financial modelling)
- Change plan with milestones aligned to your decision and announcement dates
- Manager briefing packs and two facilitated cascade sessions
- Pulse check after go-live and a written recommendation on follow-up support
What is excluded
We do not negotiate employment agreements, run legal consultation processes on your behalf, or provide industrial relations advocacy. We coordinate with your legal and HR advisors and stay in our lane: change design, facilitation, and adoption support.
How we work
- Scoping call — confirm the change, timeline pressures, and who must be in the room.
- Discovery fortnight — interviews and document review; findings shared in a plain-language brief.
- Design workshop — sponsors agree sequence, messages, and manager responsibilities.
- Delivery support — we facilitate key briefings and coach sponsors through sticky moments.
- Adoption review — 3–4 weeks after launch we assess what is sticking and what needs a second pass.
Preparation
Share the draft business case or board paper (even if incomplete), current org charts, known consultation obligations, and any prior staff survey themes. Nominate a single internal coordinator for logistics.
Constraints
Programmes of this depth need a visible executive sponsor and access to people leaders. If decisions are still secret and cannot be discussed with a core group, we start with a narrower readiness assessment instead.
Next step
Request a conversation and mention “Organisational Change Programme.” We reply within two business days with questions or a proposed scoping call.
Ready to discuss this engagement?
Share your organisational context and we will reply within two business days with next steps.
Request a conversation