Redesigning structures is straightforward. Getting people to actually work differently within those structures - that's where most transformations stall.
We guide organizations through fundamental changes, ensuring new ways of working take root, not just new org charts. Whether you're implementing a target operating model, managing a reorganization, integrating post-merger, or executing a carve-out, we work across structure, culture, processes, and workflows to make change stick.
What makes the difference: we address the human side from day one. That means understanding resistance before it surfaces, equipping leaders to guide their teams through uncertainty, and creating the communication and support systems that turn strategic intent into daily reality.
We work how you need us to work. Lead your entire transformation end-to-end. Manage complex project delivery. Drive change and communication. Build leadership capability. Take it all on, or step in for specific pieces - we scale to your needs. What doesn't change: our focus on making change stick with the people who make it real.
Your need...
"We need to implement a new Operating Model (our so-called Target-Operating-Model, short: TOM) to enhance efficiency, streamline processes, and align our organization with strategic goals and market demands."
What we mean by...
A Target Operating Model redesigns how work actually flows through your organization - clarifying end-to-end processes, redefining roles and responsibilities, and establishing how functions collaborate. Whether it's a discovery-to-market model, shared services setup, or three-pillar structure, the goal is creating an integrated way of operating that serves your strategic priorities.
The challenge: employees need to shift from familiar ways of working to newly defined responsibilities and cross-functional workflows. Success requires more than understanding new org charts - people need to embrace shared ownership for end-to-end outcomes, not just their individual tasks.
How we support...
We build the bridge between the TOM design and daily reality across four fronts:
Project/Transformation Management: We coordinate the entire initiative - from defining the roadmap and sequencing workstreams to managing stakeholder alignment, tracking progress, and ensuring nothing falls through the cracks. We hold the big picture while managing dependencies across teams, vendors, and timelines.
Change Management & Communication: We deliver targeted training on new responsibilities, facilitate "ways we work" sessions that help teams adapt to new workflows, and provide clear guidance on navigating end-to-end processes.
Leadership Development & Coaching: We equip leaders to articulate why the TOM matters, guide their teams through the transition, and foster the cross-functional collaboration the new model requires.
Creative Services: We create visual aids, process maps, and messaging that make the TOM tangible - so everyone understands not just what's changing, but how to work within the new model.
Your need...
"We need to realign our organizational structure to improve efficiency, support new strategic priorities, and enhance cross-functional collaboration."
What we mean by...
Reorganization reshapes how teams, departments, or functions are structured - redefining reporting lines, adjusting roles, and refining processes to better serve business goals. This can range from straightforward adjustments to comprehensive shifts like matrix structures, dynamic shared ownership models, or product-focused team setups.
The people challenge: uncertainty. When reporting structures change and team dynamics shift, employees need more than an updated org chart. They need clarity on their new responsibilities, support navigating different workflows, and active guidance to find their footing in the new structure.
How we support...
We help people adapt to the new structure through targeted support:
Project/Transformation Management: We coordinate the entire initiative - from defining the roadmap and sequencing workstreams to managing stakeholder alignment, tracking progress, and ensuring nothing falls through the cracks. We hold the big picture while managing dependencies across teams, vendors, and timelines.
Change Management & Communication: We deliver roles and responsibilities training, clarify the new structure, and run "ways we work" sessions that help teams adapt - including developing team charters that define how they'll collaborate.
Leadership Development & Coaching: We prepare leaders to articulate why the reorganization matters and how to manage their teams through the transition - including guidance on hybrid team dynamics when relevant.
Creative Services: We create materials and visual aids that bring the new structure to life, reinforcing the reorganization's value and helping employees see their place in the company's future direction.
Your need...
"We need to integrate acquired teams, systems, and cultures effectively to unlock synergies and ensure a seamless transition that supports our long-term strategic goals."
What we mean by...
Post-merger integration (PMI) can take different forms depending on your strategic objectives. A ring-fenced approach preserves the acquired entity's independence while capturing specific benefits. A hybrid integration selectively merges functions where synergies are strongest while keeping other areas separate. Full integration unites both organizations completely - merging teams, structures, processes, systems, and legal frameworks into a single entity.
The people challenge: ambiguity and cultural collision. Employees navigate new reporting lines, unfamiliar workflows, and shifts in company culture - often without clear answers about what comes next. Success depends on clear communication, strong leadership, and support that helps people feel secure and engaged rather than uncertain about their future.
How we support...
We manage the human side of integration across four dimensions:
Project/Transformation Management: We coordinate the entire initiative - from defining the roadmap and sequencing workstreams to managing stakeholder alignment, tracking progress, and ensuring nothing falls through the cracks. We hold the big picture while managing dependencies across teams, vendors, and timelines.
Change Management & Communication: We keep employees informed and engaged throughout the transition. Depending on the PMI approach, this includes integration partner programs, cultural ambassador initiatives, and ongoing feedback channels that build connection between the organizations.
Leadership Development & Coaching: We equip leaders with the skills to guide their teams confidently through integration - from effective team-building approaches to communication techniques that maintain trust during uncertainty.
Creative Services: We develop the visual identity and messaging that embodies the unified company - creating branding elements and storytelling that anchor the shared mission and help employees see themselves in the new organization.
Your need...
"We need to carve out a part of our organization to unlock greater value, streamline our focus, and position the business for future growth opportunities, whether through a joint venture, sale, or enhanced operational independence."
What we mean by...
Carve-outs separate business units, functions, or assets from the parent company to create a standalone entity. This unlocks value, sharpens operational focus, and positions the carved-out unit for independent growth or future transactions like sales or mergers.
The complexity: maintaining business continuity while critical systems, processes, and entire teams are separated and restructured. Both the parent company and the new entity need to achieve their objectives without disrupting ongoing operations - which requires meticulous planning and flawless execution.
The people challenge: significant disruption. Teams may be reorganized or reassigned to entirely new functions. Employees adapt to unfamiliar workflows, different systems, and often a cultural shift as they transition from the parent organization's established practices to a new entity's emerging identity.
How we support...
We guide people through the separation and help them find stability in the new reality:
Project/Transformation Management: We coordinate the entire initiative - from defining the roadmap and sequencing workstreams to managing stakeholder alignment, tracking progress, and ensuring nothing falls through the cracks. We hold the big picture while managing dependencies across teams, vendors, and timelines.
Change Management & Communication: We create communication plans that keep employees informed and aligned through each stage - reducing anxiety and building engagement as the transition unfolds.
Leadership Development & Coaching: We prepare leaders to guide their teams through the carve-out with resilience and clarity - ensuring they can provide the direction and support their people need during disruption.
Creative Services: We design the visual identity and storytelling that defines the carved-out entity's purpose - helping employees understand the value of the separation and see their role in the new organization's future.
Our team led change management and communication for a large healthcare organization’s R&D transformation, establishing a global hub & spoke model to optimize resources, support innovation, and enable sustainable growth. This multi-year transformation created a resilient operating model spanning global, regional, and local levels.
Our project enabled an eCommerce company to introduce an international matrix organization by aligning communication strategies across all levels, supporting leadership development, and delivering innovative creative content, ensuring consistent and effective change management.
We supported the creation of an effective CISO organizational unit with the aim of protecting the entire company from information security risks.