Transforming While Performing: A Case for Practical Change Leadership
Problem
Leading Change with Confidence: A Practical Approach to Organisational Transformation
As Head of Strategy for the Australian business of a global listed company, we faced a challenge common in today’s environment – but no less daunting. Our legacy physical business, spanning manufacturing, packaging, and distribution across Melbourne and Sydney, was in market decline. With shrinking gross profit margins and consumer demand tapering off at a double-digit rate, the signs were unmistakable.
At the same time, we had a promising digital business growing rapidly within our Sydney packaging facility. Despite its small size – just 20 employees at the time, when our physical business was over 200 employees – it was delivering strong margins and responding to increasingly complex client service requirements and significant growth in market demand. Our strategic ambition was to grow this digital service business 5x over five years, replacing the operating profit lost from the declining physical business. Success depended on a significant, multi-year change effort for both divisions.
This wasn’t about incremental improvement. It was about leading a complete transformation of the business – people, systems, culture, and operations.
Solutions
A Structured Framework for Real Sustainable Change
Our leadership team recognised early that delivering this scale of change would require discipline and a structured approach. We weren’t interested in abstract models or theoretical frameworks. We needed practical tools grounded in real experience – something that could guide our teams through complex and, at times, uncomfortable transitions.
Although we had a working knowledge of various change management models through a range of internal and external training, we knew this challenge demanded deeper expertise. We undertook a formal change management course at the University of Sydney, deep diving into five key models: Lewin’s Change Model, Kotter’s 8 Steps, McKinsey’s 7S Framework, Prosci’s ADKAR model, and Hall’s Hierarchy of Change. Each had merit – but for our needs, the McKinsey 7S model stood out.
The model’s holistic structure helped us address the interconnected dynamics of change: Strategy, Structure, Systems, Skills, Staff, Style, and Shared Values. It ensured we didn’t treat our organisation like a set of siloed parts but instead as an integrated whole. More importantly, it forced us to consistently consider people – how they would adapt, respond, and lead.
As the transformation progressed, we also drew on the ADKAR model during more people-intensive change – particularly when the impact on employees was greatest. Redundancies, global outsourcing, and removing our night shift production were significant disruptions. ADKAR helped us plan and manage these major change events with a people-centric lens to ensure communication, empathy and support were front and centre. Together, the models gave us the structure and adaptability we needed.
Outcomes
The Stoke Consulting Difference: Practical Wisdom in Action
Reflecting on this experience, the success wasn’t just in selecting the right models – it was in knowing how and when to apply them. At Stoke Consulting, this is where we stand apart.
We’re not career theorists. We’re a team of accomplished consultants who’ve sat in executive seats and led major transformations from the inside. We understand that no two organisations are alike, and real change rarely plays out on a whiteboard. Our consultants bring decades of lived experience to help our clients navigate change with clarity, empathy, and structure.
At Stoke Consulting, we understand the pressure leaders face when navigating disruption – because we’ve been there. We’ve led over 100 business change programs across multiple industries. Our hands-on insight helps us quickly establish trust, anticipate pitfalls, and build tailored programs that engage people and deliver results.
Let’s Talk About Change
If your organisation is about to embark on a major transformation – whether it’s repositioning your business, integrating new technology, restructuring, or scaling for growth – don’t do it alone.
Partner with a team who’s done it before.
Talk to Stoke Consulting about how we can help you execute change with confidence and clarity. Our seasoned consultants will work alongside your team to build practical plans, support your leaders, and guide your people through change – so you can deliver on your strategy without losing momentum. Let’s start the conversation, by Contacting Us.