Strategic Advisory on Transformation
Your organisation is bringing in AI. Someone has to intentionally redesign the way people decide, collaborate and lead around it, so the change sticks. That is this work: strategic advisory on transformation, constantly looking at the capability-building that will allow sustainable adoption
Capability building for sustainable strategy
Your people aren’t broken. The system they work inside is. So we don’t start with a training catalogue. We start by looking at the decisions, conversations and habits your system runs on, and that your transformation actually depends on. We build capability around those: in the operations, with the people who do it day in day out.
Learning here is one part of the advisory, not a separate event. Our Create/Connect/Coach approach keeps it practical: leaders and teams learn through doing, on live problems, with a strong grounding in theory and a bias for practice. We help people notice the assumptions they are acting on, say the things that are hard to say, and make it safe for others to do the same.
The content is built around the five principles of a healthy human system: Regenerative, Augmented, Distributed, Adaptive and Embodied. The format flexes to fit you: a leadership team working through a transition over several months, a cohort of change leads from across the business, a 90 day sprint on a specific issue or a programme that runs alongside an AI rollout so the human side keeps pace with the technology.
For individuals who want to go deeper, the Human Systems Practitioner programme is the twelve-week path dedicated to redesigning human systems.
SHIFT Team Diagnostic
See where your team really stands on change, and agree the three things that will move it.
Most change doesn’t stall because of the plan. It stalls in the daily habits, decisions and identity of the team living it. The SHIFT Team Diagnostic gives your team a shared, honest picture of where adoption is strong, where it is patchy, and where it will stall, then turns that picture into three clear priorities in one 90-minute conversation.
Who it’s for
- Senior leaders and leadership teams steering a transformation
- HR, OD and change leads who need evidence, not anecdotes
- Teams adopting AI or a new operating model, where usage is up but real adoption isn’t
- Organisations across the globe, in person or virtual
How it works
1 Scope
A 30-minute call with the team sponsor: who takes part, the timing and what’s at stake.
2 Diagnose
Everyone completes the diagnostic online. About 20 minutes, anonymous.
3 Read
I analyse the results and provide a team radar, spread of the views and the patterns behind the scores.
4 Debrief
A 90-minute session where the team reads its radar and decides its 3 top priorities.
5 Act
You get a one-page summary with the radar, the 3 priorities and first steps.
Typical timeline: 2–3 weeks from scoping call to debrief.
SHIFT Listening Index™
The SHIFT Listening Index™ is a live stress test of your leadership perception quality. It measures four dimensions of how much strategic intelligence actually reaches the decisions that need it.
- Do you capture the real issue and separate facts from inferences in real time?
- Do you detect what’s actually at stake emotionally, without projecting your own reading?
- Do you grasp what’s truly at risk : for the person, the team, and the organisation in the moment?
- Do you perceive interdependencies and second-order effects while the conversation is happening?
The result is a collective intelligence Leakage rate. This single number tells you what your leadership team’s perception gap is, and what it is actually costing you.
Run it once to see where you start, and again after the work to measure the shift. The delta will help you transform more effectively.
Understanding these elements will allow faster decision making and more cohesive teams.
Closing the gap between digital and human systems
Digital transformation is essentially all about people and culture.
It enables a more end-to-end value creation system and a different working culture. This means thinking differently about the way we work, the way we collaborate and the human systems of an organisation.
There’s more focus on collaboration now than ever before, and organisations around the globe have to adjust to new ways of working. Even the biggest brands with huge budgets, the best tools, and talented staff learned that workflows break down when gaps between digital systems and human systems emerge.
We take a holistic approach to the transformation process and co-create solutions around the readiness of your people and your organisation. We believe that creating effective and interconnected human systems determines the efficacy of an organisation with agility, collaboration, employee wellbeing, and profits all standing to benefit. Yes, transformation projects are challenging, but they are also the most rewarding.
A one-off workshop can shift a conversation, but it rarely shifts a culture. A real leadership or culture shift happens over time, as people practise new ways of working, see what changes, create new habits and adjust. So we work with you over an extended period, respecting where people are in the change and how they are reacting to it.
AI can extend human brilliance, or it can accelerate the cracks in your human system. Which one you get depends on how deliberately you redesign the conditions around it. That is what we do together: iteratively, co-created, immersed in your context.