Services
Organisational Transformation
Enabling future-ready organisations
We enable organisations to navigate the dynamically evolving world of today, leveraging data, insights, and people centric experiences to manage, optimise and sustain the desired operational and behavioural changes.
Our services
Digital and emerging technologies, changing market conditions, and regulatory pressures are common external forces that drive business transformation. Internally, it might be new leadership or an event such as a merger or acquisition that sparks change. Whatever the cause, the same challenges apply: How can you align your organisational structure and culture with your business strategy to deliver true transformation and sustain it over time?
Business Agility
Change, Communications & Culture
Organisation Design
HC Merger & Acquisitions
Business Agility
How can you accelerate and sustain your Agile journey to be future ready and maximise customer value?
Business agility takes a holistic approach to enable your organisation quickly and respond or adapt to change, be it internal or external. Our team is looking at the organisational structure, governance, technology as well as leadership, capabilities and culture to ensure sustained success. Our Agile Coaches, our Agile transformation experts as well as Agile delivery experts can help unleash hidden potential to create business value through the acceleration of your Agile journey. Curious for more? Our approach to enabling business agility can be found here .
Key contacts: Veronica Melian and Sven Dillmann
Change, Communications & Culture
How might a human centric and data driven approach to change enable you to maximise the return of investment while co-creating a meaningful experience with you and your people that lasts?
New operating models are not only about boxes of an organisational chart and swim lanes on a process map. New digital assets are not only about a click in the system. Change, Comms & Culture is empathetic. It is about changing hearts and minds, behaviours and cultures because changes are fundamentally about people and addressing the emotional side through a human centric and data driven approach. Our experts put the needs of your people first and design a compelling change journey, experiences and moments together with you.
Key contacts: Veronica Melian and Teena Madhvani
Organisation Design
How can you design your organisation to align with your winning business strategy, future-proof your capabilities, and achieve a sustainable competitive advantage?
Organisation design is the process of translating your business strategy into an optimal organisational structure that delivers value for both people performance and business results. Our experts specialize in designing and implementing the right organisational structure to achieve competitive and sustainable business success, by defining and aligning your organisation's capabilities, governance, roles, ways of working, and people with your strategy, and ensuring adaptability to changes in the competitive environment over time.
Key contacts: Veronica Melian and Teena Madhvani
HC Merger & Acquisitions
How do you minimize business interruption and optimise deal value from a transaction, including integrations or separations ? How do you align people to these activities?
At Deloitte we believe the People function plays a vital role in deals ensuring both the Business and the People function itself are ready for Day 1, supporting business continuity post Day 1 and planning for a successful execution of post-deal strategy. Whether it is for an integration or a separation - our HR M&A experts empower you to use two complementary lenses in the context of a transaction, the People lens to prepare the HR function and the Business lens to support the business transformation.
Key contacts: Teena Madhvani and Andrew Erhardt-Lewis
Our thought leadership
Agility – small changes, big impact
Agility does not need to be complex or scaled to be impactful. Often simple changes can generate the greatest impact. The concept is easy to understand – customer-centricity, collaborative teams, continuous learning, and incremental value delivery. But the application of simple concepts is not always as easy as it sounds. How might embracing Agile principles through small consistent changes make an impact?
How HR can enable Business Agility
Successful business agility develops roots in all dimensions of the organisation, from its structure, governance and technology, to its leadership, culture and capabilities. For HR to deliver impact in the face of these new business challenges it needs to critically evaluate its current practices, asking the question, “How can HR facilitate and strengthen business agility in the organisation?”.
Next Level Human-Centric Change Management
In the past traditional change management techniques were well suited to transformation projects that dealt with linear problems. But in a VUCA world (volatile, uncertain, complex, ambiguous), more and more organisations face complex and multifaceted global transformation programmes that require an augmented change management approach. Next level human-centric change management puts people at the front and centre of every transformation.
Data is everywhere. How can we use it to drive change effectively?
In a world where food delivery apps can track our favourite meals and determine what we eat, where consumer goods companies advertise products and shape our consumption patterns, and streaming services save on browsing time through intelligent recommender systems, why don’t we use data to drive change within our workforce, by identifying people’s needs and challenges?
Culture in M&A: Managing culture change to enhance deal value
M&A deals often do not go smoothly at all. Many are delayed, terminated, or fundamentally harmed during the deal-making process, whereas the failure rate for completed and implemented deals is between 70% and 90%1. Why? Because leaders often do not give culture the attention it warrants. Cultural integration does not happen by itself, and implementing new policies, systems, and structures is not nearly enough. Companies that do integrate cultures successfully follow three best practices.
