Organisational Transformation
The price of doing the same old thing is far higher than the price of change
When an organisation aligns with its strategy, it unlocks purpose, energy, and impact. But change can feel messy—full of competing perspectives, hidden dynamics, and the sense that effort isn’t translating into progress.
Organisations are living systems: complex, adaptive, and often opaque. To move forward, we need to pause, look beneath the surface, and uncover the levers that truly matter.
How we work together:
Use proven reframing techniques to reveal the cultures, structures, power, and people shaping your organisation.
Build a shared understanding of what’s really happening—not just what’s visible
Apply holistic organisational design to identify the shifts that will make the biggest difference
Co-create an actionable roadmap for a future that’s effective, adaptive, and meaningful
You’ll see outcomes in:
A clear Current State Report, grounded in interviews, surveys, workshops, and observation
Stronger networks with the insight and resilience to adapt
A collectively owned Target Operating Model and Case for Change designed inclusively with your people
A practical Organisational Roadmap that turns aspiration into action—and purpose into performance
Case Study - One Humanitarian Team: Building Coherence Across a Global System
As Director of the One Humanitarian Team Transformation, I helped create a more coherent, responsive, and adaptable humanitarian infrastructure for 53 countries, securing global board approval for a new operating model and integrating 140+ technical staff and the Emergency Health Unit into one team—underpinning nearly $500m in annual programming.
How We Did It
Diagnosed the system: Used a four-frame approach and 100+ stakeholder interviews to reveal structural, cultural, and political dynamics.
Aligned leadership: Designed and facilitated a pivotal workshop that united leaders from seven major members around a bold new vision.
Turned vision into action: Secured board approval and brokered agreements for transition to a unified operating model.
What It Shows Real change isn’t just about structure—it’s about trust, purpose, and creating space for people to co-own the future.
Case Study - HLA Strategic Management Review: Aligning for Growth and Impact
As Strategic Management Review Lead, I worked with the Humanitarian Leadership Academy to align its operating model with a bold growth strategy—addressing an 80% drop in core funding while scaling its social enterprise business.
How We Did It
Diagnosed the current state: Applied Galbraith’s Star Model to assess strategy, structure, processes, people, and motivation.
Co-created design criteria: Defined six mission-critical capabilities with staff to guide tough trade-offs.
Clarified strategic options: Developed scenarios and financial models to balance impact and sustainability.
Built an actionable plan: Combined structural redesign with cultural alignment and governance improvements.
What It Shows Co-creation drives ownership. Design criteria create clarity. Culture is the real multiplier for making transformation stick.