We work with transformation and change teams at different stages

Diagnosis

When:

Adoption is stalled or uneven across teams
You’re seeing workarounds, “compliance in meetings,” reversion in real work
Culture / leadership / psychological safety themes are showing up, but no one can point to the specific behaviors and conditions driving them
The default plan has become “more comms / more training / more escalation”
You get:
Clarity on the critical behaviors that make the change real (not vague outcomes)
A ranked list of the few constraints doing the most damage (workflow, time, tools, permissions, incentives, risk, norms)
A decision-ready view of what to fix first (and what to stop doing)
Deliverables:
Clear behavior definitions (who needs to do what, in what context)
“Moments that matter” map: where adoption succeeds/fails in the workflow
Constraint diagnosis: top blockers + evidence behind each
Stakeholder and influence map (who enables, who blocks, what they respond to)
Priority recommendations: quick wins + structural fixes

Timeline: 4-6 Weeks

Diagnosis + Strategy & Pilots

When:

You want an end-to-end package that goes beyond insight and produces interventions you can actually deploy
You need to reduce risk before scaling (pilot first, then roll out)
The program is high-stakes and you need confidence, not hope
You get:
A focused adoption strategy built from the diagnosis (not a long list of activities)
A small set of interventions designed for the real constraints
Pilot results you can use to scale, defend decisions, and stop unproductive work

Deliverables:
Everything in Diagnosis, plus:
Strategy blueprint: what changes, for whom, where in the workflow, and why it should work
Intervention designs (ready-to-use assets), for example:
- Workflow changes, prompts, checklists, role/ownership clarifications
- Manager routines and escalation rules that don’t rely on policing
- Stakeholder messaging tied to specific behaviors (not generic narratives)
Pilot plan:

Timeline: 12-14 Weeks

Implementation Support

When:

You’re already rolling out and need the change to work with reality
Adoption varies by team/site and local workarounds are spreading
Leadership pressure is rising and the organisation is defaulting to “push harder”
You get:
A partner inside delivery: rapid diagnosis of new blockers, fast iteration, fewer stalled decisions
Consistency across teams through practical standards and feedback loops
Less noise, more movement: your team spends time fixing constraints, not producing more comms

Deliverables:
Ongoing adoption clinics (weekly/biweekly): diagnose what’s stuck and decide fixes
Rapid intervention iteration: adjust assets, routines, workflow points based on what’s happening
Stakeholder facilitation: unblock approvals, align leaders, reduce “yes-in-meeting/no-in-practice”
Measurement and learning cadence: simple signals reviewed regularly, with clear actions attached
Rollout support across waves: sustainment checks, drift prevention, scaling decisions
Timeline: Ongoing (Minimum 3 Months)

Capability Building

When:

You want internal teams to run this approach repeatedly (change function, transformation office, HR/People, Product, Policy)
You need consistency across initiatives, not bespoke heroics
You’re considering building an internal behavioral capability (lightweight or full team)
You get:
Practical tools and ways of working your teams can apply immediately on live initiatives
Coaching that translates into real adoption outcomes (not “training completion”)
Optional pathway to set up an internal behavioral change team/unit

Deliverables:
Half-day to 1 day: executive / team briefing + a shared diagnostic language + worked example on your initiative
2–6 weeks: applied training through live cases + templates + coached outputs (behavior definitions, constraint maps, intervention briefs)
3–6 months: embedded coaching to establish routines (adoption clinics, pilot discipline, measurement cadence)
12–24 months: build an internal capability: operating model, skills framework, toolkits, governance, quality assurance, and onboarding for internal practitioners

Timeline: Half-day to 24 months

We use the SHIFT method to:

Operating model and ways of working
- Operating model shifts that break at handoffs and decision points
- Decision-making behaviors that create delay, risk aversion, or constant escalation
- Process changes that add friction and drive workarounds
Technology and AI adoption
- Tool adoption low after go-live (usage, quality, consistency)
- AI and emerging tech not landing because the workflow and incentives don’t support the behavior
- Product and platform rollouts where the “knowing–doing” gap is the real failure mode
Leadership, culture, and norms
- Culture programmes that don’t translate into daily leadership behavior
- Values-to-behaviours translation (what “good” looks like in practice)
- Psychological safety / speak-up where fear, risk, and norms block voice and action
People systems and employee experience
- Employee journeys (onboarding, performance, development) that don’t produce the intended behavior
- Talent processes that reinforce legacy behaviours instead of the new way of working
- Leadership/culture assessments that need to turn into actionable behavior and system changes
Public sector
- Citizen behaviour change, service uptake, and policy design/implementation

Have a challenge you want to discuss with us?