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.

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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.

The problem with contracting: how to get it less wrong

While we’re all pretty well versed in contracting on tasks, deliverables and outcomes we’re much less comfortable with contracting around roles. And yet, in the absence of a good enough contracting, we are often left flailing, trying to find a safe place to work from, keen to deliver on the task we’ve signed up to, but ill-equipped to do so. Of course, contracting on roles typically requires an honest conversation about what’s needed, what each of us might be up for, and what’s possible in the current context, given power, politics, organisational culture, history and a whole load of other fun stuff.

Starting your Re-design Process? Ask the Audience!

So, you've decided to embark on an organisation re-design – what next? Well, you are going to need to decide on a design team to create a design, and they will need data, input and perspectives to work with. So you although you, like many of our clients, might like to jump straight to the answer, you will need an inquiry/discovery process, which involves asking people for their perspectives and input into the current state and what could be improved. In this blog we explain why you need to interview people, who and how many to speak to, and what you should ask them.

How did we get back here, again?

The anthropologist Gregory Bateson’s phrase “the difference that makes a difference” has a powerful and intuitive resonance. He was talking about how a ‘difference’ can represent information that helps us see a situation from a different angle. This can reveal new possibilities for understanding or acting. Bateson’s idea draws attention to how in a complex system a small change or shift can have a ripple effect, bringing about other shifts and changes. Even subtle differences or changes can lead to profound shifts.

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.

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.

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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.

The problem with contracting: how to get it less wrong

Starting your Re-design Process? Ask the Audience!

How did we get back here, again?

Meet our team