Our approach
People-led: The ‘Together’ approach
In a world of constant change, we believe that change approaches should be light, pragmatic, and adaptable, so you can pivot to deliver successful change based on how your people respond and as the organisational context inevitably shifts.
We also believe that the future of change has to be internal.
We bring an approach based on the five universals of Lean Change, and designed to address key reasons why we’re still seeing transformations stall.
It’s a method-agnostic, radically practical approach which puts people at the centre, and focuses on creating alignment behind change through meaningful conversations. The simplicity of approach makes it easy to build an internal change capability for the future, including of your non change managers.
What is Lean Change? Lean Change was created by Jason Little in 2014. It takes the best from Design Thinking, Agile, Start-Up and Lean, to create a very visible, people-led, modern approach to change – moving away from heavy, linear change plans that don’t reflect the messy reality of change in organisations.
The five elements of ‘Together’
We bring a set of timeless, simple focus areas, to deliver change successfully and build internal change capability in parallel.
1. Define and Align
Get clear, and secure alignment from leaders on what we’re delivering, why, and the business outcomes we want.
Alignment over acceleration
2. Lead the Change
Nurture the energy and contribution of our teams to make change happen and create a positive change experience.
Coach over curator.
3. Meaningful Dialogue
Set the context for people – what are we doing/why, so colleagues can choose to support a change vs having to ‘sell change’.
Encourage early responses and feedback, bridging perspectives on how people view the change.
Shared outcomes over silos.
4. Create Together
Co-create change plans with impacted colleagues, to create a change approach based on operational reality, which people are supportive of, equipping your people with change maker skills in parallel. Use simple ways to gain input at scale, including change canvases and pulse checks.
Alignment over acceleration
5. Iterate
Deliver, learn and scale with a ‘Minimum Viable Change Process’ to get to action quicker, enabling you to pivot, and scale what’s working – unlocking the best results quicker
Progress over perfection.
Data-led: Change diagnostics
Collect, analyse and act on data
Access a range of change diagnostics that help you gather and analyse data on where your change is right now. We use this data to distil insights that inform the right approach and deliver change faster and more sustainably.
Which diagnostic to use depends on where you are in the change journey, from an organisational change maturity assessment at the outset to a business readiness checklist approaching go-live.
Diagnostics give your people a voice at scale, enabling you to gather feedback, agree action and prioritise change interventions.
- Powerful, quick and easy to complete and simple to set up
- Challenges intuition or validates hunches
- Uncovers responses to change early to prevent problems and budget burn later
- Meaningful data to support leaders in delivering people vs tech led change
Sample Dashboard
Example: The change effectiveness pulse check
The ‘pulse check’ is used to gather feedback at scale on how a change programme is landing and what we can do to improve it.
We run the pulse check at the start of meetings that people already attend, which means a greater than 90% engagement and takes no extra time from their day.
The Pulse Check asks people where their head, heart and gut is in relation to the change on a 1-10 scale. It also gathers suggestions on how to improve the programme and the change experience.
Scores and suggestions are visualised on a dashboard available for everyone to see, which demonstrates a culture of openness and transparency. Scores can be tracked each month to see emerging trends.
We support leaders to act on the data and communicate their action to participants – ‘You Said – We Did’. This helps encourage ongoing engagement.
“By giving people a voice, we’re seeing more support for what we’re doing, because we’re acting on feedback in a very visible way.” Programme Director, FTSE 100 energy company
Programmatic: Brilliant programme and portfolio management
Right-sized approaches for lasting impact
We bring tailored programme and portfolio management expertise, combining lean, right-sized governance with the ability to drive transformation at pace. What sets us apart is our ability to balance both the rational and emotional aspects of change, ensuring sustainable and meaningful impact.
Our approach is built on key focus areas:
- Strategic alignment – Connecting programme objectives to broader business goals.
- Tailored governance – Implementing check points that enhance efficiency without adding bureaucracy.
- Agility and adaptability – Equipping teams to respond swiftly to challenges.
- Collaboration and co-creation – Encouraging teamwork and leveraging visual management tools.
- People-centric leadership – Empowering teams, fostering leadership, and developing internal capability.
How we support your success
We help organisations unlock the full potential of their programme and portfolio management through:
- Comprehensive assessments – identifying strengths, gaps, and areas for improvement.
- Capability building – enhancing internal expertise to drive long-term success.
- Expert resources and delivery support – providing experienced professionals and best-practice methodologies.
By combining strategic oversight with practical execution, we help you navigate complexity, unlock ROI, and achieve sustainable results.
Featured post: People-led change
Double your chance of change success
In today’s world the ability to successfully and continuously transform has become is critical for all companies. Yet 67% of senior leaders have experienced as least one underperforming transformation in last five years. The pain involved in delivering change initiatives and programmes remains distressingly high.
At Uuna, we believe that people (and their emotions) are are the heart of the problem and the solution.
This belief is supported in recent research from Oxford University’s Said Business School that a people-led approach to change can to improve success by as much as 2.6 times.
Uuna’s modern approach intentionally and meaningfully places people at the centre, balancing the programmatic and the emotional aspects of delivery. We deploy radically practical approaches to delivering complex change and building future change capability.
