Sustained Government Partnership

The situation

The organisation needed to ensure transformation decisions were grounded in workforce reality, and that when the new structure landed it would be designed to work, not just announced.

The engagement began as advisory support to strategic workforce planning, expanded into a full organisation design process led with the executive team, and continued into the embedding plan that would bring the new operating model to life. Running alongside was a sustained advisory relationship with the people and culture function, a capable internal team operating at capacity that needed a trusted senior partner.

The approach

Organisation design with the executive team

A full organisation design process: role design, accountability clarity, and the sequencing of decisions to move from concept to confirmed operating model.

Embedding, not handover

A distinct phase of deliberate activity, communication and leader support to move the organisation from go-live to genuinely operating in the new model.

Strategic advisory that extends capacity

An ongoing advisory relationship addressing strategic priorities the internal team had identified but lacked capacity to progress. Designed to extend capacity, not add to it.

Leader coaching and capability

A coaching program built around the real challenges leaders were navigating: using questions rather than giving answers, distinguishing technical expertise from leadership contribution, and influencing across the organisation. A parallel leader series built collective, solutions focused capability.

The outcome

The organisation navigated the move from structural change to genuine operational change, with the design, the frameworks, and the leadership capability to sustain it.

At a glance

• Strategic workforce planning preparation and advisory
• Full organisation design process with the executive team
• Embedding plan design and leadership post go-live
• Strategic people and culture advisory and project leadership
• Employee value proposition, performance and development framework, and HRBP model
• Leader coaching program and facilitated leader series