Engagement
Organisational Change Programme
A structured consulting engagement that takes a defined organisational change from sponsor brief through readiness, communication, and embedding — without leaving middle managers to invent the path alone.
Who this is for
Growing organisations — often between 80 and 600 people — that have already decided something material will change: consolidating sites, redesigning roles after growth, integrating an acquired team, or shifting how customer work is organised. Leadership knows the destination; people need a credible path through the months between announcement and new normal.
What you receive
The programme is a done-with-you consulting engagement led by a Cloud Evolution principal, with associate support on larger stakeholder maps. It includes:
- A sponsor charter clarifying decisions already made versus still open
- Stakeholder mapping and a readiness assessment across affected teams
- A sequenced transition plan with named owners and decision gates
- Draft communications for announcement, cascade, and first 30 days after go-live
- Facilitated sessions for managers who must explain the change in their own words
- Check-ins through embedding, including a structured lessons review
What is not included
We do not write employment contracts, run redundancy processes as industrial advocates, or replace your internal communications team for BAU messaging. Legal and HR process ownership stays with your advisers. We also do not deliver software configuration or IT cutover planning — those remain with your technical leads, though we coordinate timing so people changes and system changes do not collide blindly.
How delivery works
Most programmes mix on-site time at your Auckland or regional offices with remote working sessions. Early weeks emphasise listening and mapping; middle weeks emphasise design and rehearsal; later weeks emphasise support during live transitions. Duration depends on the number of sites and the hardness of the decisions already taken. A single-site role redesign may complete in twelve weeks; a multi-region operating-model change often needs closer to twenty.
Preparation we ask of you
Before kick-off we ask for a named executive sponsor with authority to settle open questions, access to the managers of affected teams, and clarity on the non-negotiable date (if one exists). If the change is still exploratory, start with a Change Readiness Assessment instead.
Fees
Fees are quote-based against a written scope after a discovery call. See Fees for typical day-rate bands and what drives estimate range. A deposit secures the start date; the balance is invoiced against agreed milestones.
Next step
Arrange a discovery call and share the decision already made, the people affected, and the date by which they need to be ready. We will say plainly whether a full programme, a shorter assessment, or another adviser is the better fit.