Design and transition to a new structure for a critical cyber function

To meet evolving strategic needs and cyber threat escalation, the cyber branch had attempted to restructure a resistant team over an 18-month period, resulting in industrial disputes and deadlock. 

We identified the resistance drivers and developed and implemented a change management strategy that prioritised trust, communication, engagement and collaboration. While initially challenging for the leadership team, and resisted by the workforce, we were able to transition the team to their new structure within 14 weeks – and they voluntarily transitioned ahead of time.

We were subsequently invited to support the executive with further strategic alignment and business planning, culture change, and strategic communications.