We partner with people leading transformations. Whether it’s participative strategy, organisation design, executive team development or culture change that’s most critical to your transformation, we help you move forward one conversation at a time. 

We work as consultants at the intersection of strategy, leadership and change. Our clients are people who think holistically and want outcomes to stick long after consultants have left the building.

Our particular approach starts from the principles of co-design and high participation to ensure that those who are best placed to contribute their perspectives, and are most affected by any decisions, feel ownership for the outcomes. 

We integrate our many years of  business experience, with deep knowledge from a wide range of social science disciplines.

We share our thoughts

Putting our insights to good use, our bite-sized blogs give leaders our latest thinking on strategy, organisation design, executive team development, culture change as well as other musings.

Snookered again? ‘Game playing’ in Transformation and Change Consulting

Snookered again? ‘Game playing’ in Transformation and Change Consulting


In change processes, ‘gamesʼ are often played between issue holders who have some authority in the client system (‘clientsʼ), ‘helpersʼ (often internal or external consultants or staff representatives such as HR or Strategy) and those affected by changes.  Games can only be played out if all parties are complicit at some level. The upshot of game playing is that one or all parties find themselves set up to fail in their attempts to bring about a desired change. Games either come to a healthy, or somewhat healthy, resolution or end in an unhealthy manner. Snookered again....

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Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up

Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up


Beginning in June 2023, we ran a series of sessions to investigate the separation between ‘suits’ (strategy and organisation design) and ‘cardigans’ (organisation development and change). What are the implications of this separation for HR professionals? These leaders all too often get relegated to doing the three Cs: comms, culture and clearing up.

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Does team size matter?

Does team size matter?


Over the years we have been asked to coach leadership teams that are not performing or living up to their potential.  It’s not uncommon to find that the team is simply too large.  What is required is not (just) team coaching but team design. But …. how small is too small and how big is too big? Well, it depends! An annoying answer we know, but it happens to be true in this case. We thought it would be helpful in this post to say more than “it depends”, and to offer practitioners a way of thinking about a possible response

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Our client stories

Here to help leaders lead change, we are a trusted partner for large and medium-sized enterprises internationally across private, public and third sectors.

As a strategic partner to your organisation, we facilitate the critical conversations needed to explore possibilities, overcome difficulties and realise opportunities.

Working internationally, across a variety of sectors, keeps us fresh and curious. We are commissioned by all kinds of people; CEOs and Board members, Transformation, Strategy and HR Directors, and Divisional leaders.

People who are ready to look at challenges from new perspectives, and want better outcomes.

RS Group
LVMH
Siemens
Kings College London
NHS
Open University
HM Government
Brittany Ferries
Eakin
Nexans
Allergy Therapeutics
Mann + Hummel
DHL
Valmet
Huhtamaki
Essex County Council
Osteology Foundation
Ultra
Novartis
Vorwerk
BAM construction
EMH Group
Bekaert
Orsted Windpower
Scottish Government

Our applied research

It is important to us that we learn with our clients and colleagues. Every year we undertake topical research, sharing our insights to give practical recommendations for leading and organising.



As research informed practitioners, with interest in many fields – from ecology and anthropology to relational psychology and sociology, we’re interested in exploring what is happening in our client work from different perspectives.

We work closely with leaders across organisations on their challenges. What we hear and learn informs our thinking, our research, and most importantly our practice.

To date we have published a number of research reports on areas such as Transformation, Designing Organisations, Culture Change, and Executive Teams.


Meet our team


Progressive thinkers, we use our practical experience and roots in organisation development and social sciences to get to grips with what is happening and to design tailored approaches to help you move forward.


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Our beliefs


We want to be part of a world that is more just, creative, and open in how it approaches the challenges we face.


We believe that healthy change happens at the system level when people are able to see their contribution to the whole and how they participate in co-creating shared outcomes. We enable this by offering wise counsel around who to convene, how to convene them, and by holding space for creativity and dialogue that also includes under-represented and marginalised voices. We have the humility and experience to safely hold groups that are facing highly complex adaptive challenges. 
And we we are passionate about helping people get beyond what is constraining them, as they move towards the changes they want to see. We take on work in good faith that we can make a positive contribution; and we deliberately challenge ourselves and our clients around the impact that we are having on social and environmental justice.


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