Client challenge
A target operating model transformation programme had been running for 12 months but was struggling to gain traction, align leadership, and secure stakeholder buy-in. Senior leaders recognised that strong change management was the missing piece, but a full-time change lead was not a viable option due to business constraints.
Rather than outsourcing, the organisation saw an opportunity to build internal capability—equipping its team with the right change skills and structure to drive success from within.
Uuna partnered with the team to empowering an in-house team to lead lasting change with fractional expertise.
What we did
Assessed programme alignment & capability gaps: Reviewed the business case, deliverables, timelines, risks, and stakeholder challenges, evaluating the team’s existing change capabilities.
Created leadership alignment through a Lean Change Canvas: It became clear that leadership were not fully aligned on programme objectives or execution. We ran ‘Lean Change Canvas’ workshops to align the team and stakeholders on change outcomes and approach, prompting one leader to say, “I wish we had done this 12 months ago.”
Established an embedded change team: Identified and formed a core team of five key individuals from leadership and programme delivery, ensuring they had the tools and mindset to drive change.
Delivered hands-on Lean Change training using Uuna’s ‘Together’ approach: The new team was immersed in Lean Change principles through six focused sessions of two hours each, delivered over two weeks, equipping them to lead change, communications, and training efforts.
Provided fractional consulting for long-term success: A fractional change consultant coached the team two days per month, offering mentorship, guidance, and structure, ensuring progress and capability-building without over-reliance on external support.
Business outcomes
- Co-created solutions: Lean Change Canvas workshops facilitated a collaborative, structured approach to solving challenges.
- Defined and aligned direction: Used Uuna ‘Together’ principles to uncover aspirations and fears, translating them into practical, impactful change activities.
- Strengthened stakeholder engagement: Presented renewed programme information in an engaging, digestible format, making it easier for stakeholders to sponsor the change.
- Sustainable internal capability: Within three months, the team was delivering effective change, comms, and training, with clearer stakeholder engagement and active sponsorship. After six months, the team was self-sufficient, able to manage change independently.
“We didn’t initially think we could make this change team work without full time support. Unna showed us how, with the right training and mentorship, we could make a big difference to the momentum of the programme.”
Client Sponsor
