Case Study:

One Team, One Brand, One Culture Transformation​

Led change management for initial transformation of client’s high growth business unit that formed through multiple acquisitions and continue to lead multi-year change for strategic priority pillars and supporting initiatives ​

  • Need to align and integrate different structures, cultures and ways of working among the units ​
  • Ambitious schedule to announce rebranding and new org structure to an entirely remote organization due to pandemic ​
  • Challenging prioritization of integration initiatives

  • Partnered with Executive Leadership to identify disparate efforts as an integrated transformation​

  • Developed a Change/Communications steering committee and stood up cross-functional program​

  • Coordinated a complex message cascade so all changes announced simultaneously and transparently

  • Engaged stakeholders across all legacy audiences​

  • Focused on the case for change, ensuring consistent messages were communicated from the appropriate leader​

  • Engaged with enterprise teams to align BU efforts​

  • Partnered to develop a series of leadership conversations to address initiative prioritization and reduction

  • Brought together ~5K employees across 4 legacy employee bases on schedule ​
  • Effectively rolled out high priority integration changes resulting from acquisitions​
  • Enabled ongoing leader engagement, culture building, and strategy alignment through in-person summits and regular communication