Work & Workforce Transformation
Work & Workforce Transformation
Redesign how work gets done – so the change holds after we’ve gone.
New technology changes very little unless the work around it changes too. We redesign roles, teams and the way decisions are made, with the people who do the work in the room from the start.
Work & Workforce Transformation
Technology Value & Performance
Featured case study
Gas distribution network: From outsourced IT to an agile business in 18 months
Our workforce expertise
Operating model design
Who decides, who delivers, and how the two talk. Drawn with your leaders, not for them.
Role and team redesign
Work mapped as it is, then as it should be. Roles that match.
Skills and capability
Find the gaps that matter, build for them, and measure whether it’s working.
Change that sticks
Managers equipped to lead it, not just announce it.
AI and the workforce
Where automation lands, what people do instead, and how to be honest about both.
Culture and ways of working
The habits behind the org chart – meetings, decisions, feedback – made deliberate.
Leadership alignment
One picture of the change the executive agrees on – and keeps agreeing on when it gets hard.
Benefits and adoption tracking
Measure whether the new ways of working are used, not just launched, and act on it monthly.
We’ve redesigned how 50,000+ people work – and stayed long enough to see it hold.
50K+ people whose roles or teams we’ve helped redesign
88% of change programmes still in place at 18 months
4 wks typical time to a shared operating-model draft
One question, answered in five stages.
What should work, roles and the workforce become when AI changes what people and machines can do?
Start at the stage you need – they aren’t sequential. Every stage is a fixed-scope product with one accountable lead, sold as a Diagnostic, a Programme or renewable Assurance.
Start here
Diagnose 01
Work Redesign Sprint
“Redesign a critical workflow in weeks, not a strategy document.”
You get: a future workflow, role impacts and a testable implementation plan.
Diagnostic Fixed fee · 4–6 weeks
Decide 02
Work Redesign Decision
“Redesign the work before you plan the workforce.”
You get: prioritised work areas and a decision-ready case.
Diagnostic Fixed fee
Design 03
Human + AI Operating Model
“Design the organisation for what people and AI can now do.”
You get: organisation and role design, governed human–AI responsibilities and a transition plan.
Programme Fixed or milestone-priced
Deliver 04
Workforce Transition & Capability
“Change your organisation can hold.”
You get: role transitions, capability building and a change system.
Programme Fixed or milestone-priced
Assure 05
Adoption & Performance Assurance
“Make sure the new way of working sticks.”
You get: adoption and performance evidence, with change-overload warnings.
Assurance Renewable
Fixed fee · 4 to 6 weeks · a named lead accountable for the outcome
Our services combine to bring your vision to life.
Practitioners at a glance
Three of the people who lead this work. Drawn from a network of 5,000+ practitioners averaging 14 years in their field.
Nye
Nye led the global ways-of-working programme that brought 40+ countries onto one model – earning credibility in the hardest market first, then accelerating the rest.
Sophie
An org designer who starts with the work, not the chart. Sophie redrew roles and handoffs for 4,000 field and control-room staff with the managers who lead them.
Tom
Tom equips first-line managers to lead change rather than announce it, and measures whether new ways of working are still in place 18 months on.