“70% of all change initiatives fail” (HBR)

Why is that when organisational change is the new norm? At Third Approach we know that change succeeds when the human aspects are combined, and integrated with the mechanical components of change, and when this is wrapped up in systematic, rigorous and bespoke methodologies.

That’s why we have designed, tested and delivered an agile approach to Organisational Design, Development and Change that works; keeping business strategy and culture at its core. It makes change straightforward, connected and sustained so you can grow your business.

These steps are underpinned by our 5 key Implementation Approaches.

1. Developing your CHANGE PRINCIPLES

This step translates your organisations strategy, desired culture and change outputs into design criteria actions. Clarifying ‘the why’ relating to the change so final principles in which to approach the organisation design and structure can be agreed.

This ensures:

  • The leadership is focussed on what’s most important
  • Decisions are made objectively
  • A clear and tangible set of success measures is documented
  • A framework for priorities and trade-offs is agreed
  • Leaders’ attention is on fulfilling strategy, not just solving today’s problems

2. Understanding the CURRENT STATE & Gaps

Here we will gather data and information about the organisation’s current structure, culture and behaviours, ready to identify gaps against the change principles.

Quantitative data can include: Current P&L, governance structure & management reporting; Spans of control, layers, accountabilities & decision making; Current market conditions and trends.

Qualitative data is gathered in interviews, workshops & surveys with your managers, employees and clients. This information gives what hard data won’t, revealing the underlying culture, assessing conflicts and barriers to change, and identifying the softer gaps between strategy and delivery.

Together they build an insight report which highlights gaps against the existing organisation design, change capabilities (forces for/against) and change readiness.

3. Developing the NEW DESIGN

This is where we bring together the change principles with the insight report to develop the future design of the organisation. Areas to agree would include:

  • Corporate structure (P&L), governance & accountabilities
  • Shape of the organisation, top level structure with spans of control, management remits, and reporting lines
  • Roles & responsibilities, and role charters
  • KPI’s, metrics and other measurement of success tools
  • Business process support and change requirements

Always checking back against the change principles and business strategy to ensure the design fulfils the business objectives

4. Enabling TALENT

No change process can be successful without deep consideration for your talent. We work on the basis that you already have the talent, and it’s now about enabling it, growing it and protecting it for the future.

Our approach here is pragmatic, flexible and responsive to the pace of change. Our methodologies will work to:

  • Match skills & capabilities with roles
  • Build new & shore up existing capabilities and roles
  • Define organisation capabilities & skills for the future
  • Release the potential of existing talent
  • Find capacity in your talent


Change only becomes sustained if all of your people processes are aligned, underpinned, and are consistent with the business strategy and change process. Our work looks at these in detail and amends, adapts or creates accordingly.

As HR professionals we know where to look, and we would initially work with you on:

  • Performance & talent systems
  • Reward & recognition strategies
  • Communication & engagement practices
  • Wellbeing & productivity approaches

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