Cracking the Consulting Code: Top 10 Business Transformation Frameworks

Editor's Note: Take a look at our featured best practice, Digital Transformation Strategy (145-slide PowerPoint presentation). Digital Transformation is being embraced by organizations across most industries, as the role of technology shifts from being a business enabler to a business driver. This has only been accelerated by the COVID-19 global pandemic. Thus, to remain competitive and outcompete in today's fast paced, [read more]

Also, if you are interested in becoming an expert on Business Transformation, take a look at Flevy's Business Transformation Frameworks offering here. This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. By learning and applying these concepts, you can you stay ahead of the curve. Full details here.

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Business frameworks and methodologies are structured tools to approach complex, but common business challenges. They allow us to cut through noise, zero in on the key issues, and facilitate the development of insightful recommendations.

The importance and usefulness of business frameworks in the consulting world—especially among the global strategy firms—cannot be overstated. For consulting firms, these frameworks are part of the bread and butter that enable them to consistently deliver value to client organizations across industries and geographies.

Frameworks are helpful for several reasons:

• They provide structured and detailed process for addressing the business challenge at hand.
• They help ensure that the analysis is comprehensive and that critical aspects of a problem are thoroughly examined.
• They accelerate the problem-solving process, as they allow consultants to apply proven methods and best practices, rather than reinventing the wheel each time or wasting time and effort pursuing dead ends.

Consulting firms with extensive resources pioneer their own consulting frameworks through a combination of research, years of accumulated project experience, as well as subject matter expertise gathered from working across different sectors and functional areas. This development process is iterative and ongoing, with frameworks being continuously refined and updated to reflect new business realities and emerging best practices. Each global consulting firm maintains an internal knowledge management library of consulting framework presentations.

At FlevyPro, our team of former McKinsey and Big 4 consultants with several decades of combined experience have developed the largest publicly available knowledge base of consulting framework presentations, known as the FlevyPro Library.  Each FlevyPro consulting framework presentation follows the standard “headline-body-bumper” design structure that is utilized by all the global strategy consulting firms.

FlevyPro is currently used by 100s of consultants and business executives. Based on sales and downloads of the FlevyPro frameworks, here is what we found to be the top 10 Business Transformation frameworks used by management consultants.

1. Business Transformation Framework for New CEOs

The Business Transformation Framework for New CEOs, developed by the Boston Consulting Group, provides a structured approach for leaders tasked with steering significant organizational change, particularly in scenarios where a new CEO aims to address shifts in the market environment and drive substantial improvements in performance.

This framework is designed not only for new CEOs, but also for guiding any substantial transformation project within an organization. It addresses various aspects of change, including strategy, business model, organizational structure, culture, personnel, and processes, ensuring a comprehensive and sustainable impact.

The framework is articulated through a 4-phase approach, facilitating a clear and strategic path for implementing transformation:

1. Define the Ambition: This phase begins up to 100 days before the official start, setting clear, ambitious goals that articulate the desired outcome of the transformation.
2. Energize the Organization: In the initial weeks, this phase focuses on rallying support and creating momentum within the organization, emphasizing the critical nature and benefits of the transformation.
3. Prepare and Launch the Transformation: During the first 100 days, detailed planning and preparation take place, followed by the official launch of the transformation initiatives.
4. Drive the Transformation: Over the first 18 months, the focus is on executing the transformation, making adjustments as necessary, and ensuring that the initiatives are having the intended impact.

Adopting the BCG Transformation Framework for New CEOs offers several key advantages:

• Strategic Clarity: Provides a clear roadmap for transformation, helping leaders identify and prioritize key initiatives that align with the organization’s long-term strategic goals.
• Organizational Buy-in: Emphasizes early efforts to energize and mobilize the organization, fostering a culture of change and ensuring broad support for transformation efforts.
• Comprehensive Approach: Addresses all critical aspects of Business Transformation, from Strategy and Business Model to Culture and Processes, ensuring a holistic approach to change.
• Avoidance of Common Pitfalls: By highlighting no-regret initiatives, medium-term initiatives, types of transformations, common pitfalls, and transformation levers, the framework guides leaders in making informed decisions that mitigate risks associated with transformation projects.

Overall, the Business Transformation Framework for New CEOs equips new leaders with a strategic and structured approach to navigating the complex challenges of organizational transformation, ensuring they can make impactful changes that position the organization for sustained success in a changing market environment.

2. Transformation Journey

The Transformation Journey framework offers a strategic blueprint for organizations to navigate through periods of significant change, addressing the risk of strategic drift—a scenario where a company gradually loses its market position due to failure in adapting to changes. This framework is particularly vital for businesses experiencing or anticipating rapid shifts in their operating environment, emphasizing the importance of proactive transformation even in the absence of clear market signals.

The framework outlines a comprehensive 5-stage process, guiding organizations from the initial recognition of the need for change to the full integration of transformational initiatives:

1. Awareness: Recognizing the need for change and understanding the gap between the current state and potential future scenarios.
2. Ambition: Setting clear, ambitious goals for what the organization aims to achieve through its transformation efforts.
3. Arrangement: Planning the transformation by selecting the appropriate strategies, tools, and measures to facilitate change.
4. Action: Implementing the planned strategies, utilizing the chosen tools, and taking concrete steps towards transformation.
5. Anchoring: Ensuring that the changes become embedded within the organization’s culture and operations, sustaining the transformation over the long term.

The Transformation Journey framework provides several key benefits:

• Strategic Alignment: Ensures that the organization’s transformation efforts are strategically aligned with its long-term objectives, mitigating the risk of strategic drift.
• Organizational Mobilization: Cultivates an “energy to change” within the organization, rallying employees and stakeholders around the transformation vision and goals.
• Leadership Clarity: Emphasizes the critical roles of vision, culture, and coaching in leading the organization through its transformation, providing leaders with a clear roadmap for their roles.
• Sustainable Change: Focuses on anchoring the transformation within the organization, promoting lasting change that can adapt to future challenges and opportunities.

Incorporating elements like fostering organizational energy for change and understanding the pivotal aspects of leadership ensures that the Transformation Journey not only addresses the immediate needs for change but also prepares the organization for continuous adaptation and growth. This framework equips businesses with the tools and strategies needed to undertake a deliberate and conscious journey of transformation, securing their position in a rapidly evolving market landscape.

3. End-to-end (E2E) Operating Model Transformation

The End-to-end (E2E) Operating Model Transformation framework presents a holistic approach for organizations striving to stay competitive and navigate market downturns effectively. Rather than making isolated cuts that could negatively impact Customer Experience, this framework advocates for a comprehensive redesign of the Target Operating Model.

This approach focuses on continuous improvement, enhancing customer service, and reducing costs, all while increasing organizational capacity. The redesign is grounded in a deep understanding of what clients value, ensuring that changes across all functions are aligned with customer needs.

The E2E Operating Model Transformation is structured around 4 core changes, providing a strategic blueprint for organizations:

1. Design New End-to-end Operating Model: Crafting an operating model that reflects an end-to-end perspective, ensuring that all functions are integrated and aligned with customer needs.
2. Develop Functional Centers of Excellence (CoE): Establishing specialized centers for critical functions to foster expertise, innovation, and best practices that can be leveraged across the organization.
3. Focus on Process Efficiency and IT: Streamlining processes and leveraging technology to enhance efficiency, reduce costs, and improve service delivery.
4. Align Location and Outsourcing Strategies to Functional Model: Making strategic decisions about where different functions are located and what should be outsourced, based on the redesigned operating model and its objectives.

Implementing the E2E Operating Model Transformation framework offers significant advantages:

• Customer-Centricity: Ensures that operational changes are fundamentally aligned with what clients value, enhancing customer satisfaction and loyalty.
• Increased Efficiency: By focusing on process efficiency and leveraging IT, organizations can achieve significant cost savings while improving the quality of their offerings.
• Strategic Coherence: The comprehensive nature of the E2E approach ensures that changes across the organization are cohesive and mutually reinforcing, avoiding the pitfalls of siloed improvements.
• Adaptability and Innovation: Centers of Excellence play a critical role in cultivating expertise and innovation, enabling the organization to adapt more rapidly to market changes and emerging customer needs.

The E2E Operating Model Transformation framework thus equips organizations with a structured approach to redesigning their operating models in a way that is both comprehensive and customer-focused. By focusing on these core changes and addressing the challenges of implementation head-on, companies can achieve a sustainable transformation that positions them for long-term success in a dynamic market environment.

4. Restructuring: Redeployment Assessment Process & Methods

The “Restructuring: Redeployment Assessment Process & Methods” framework offers a comprehensive approach for organizations undergoing transformation through restructuring.

Unlike downsizing, which simply reduces the workforce while maintaining the core roles and structures, restructuring involves a more profound change. It requires the creation of new roles, modification of existing ones, and often a complete reevaluation of the skills and competencies needed for the organization to thrive. This necessitates a rigorous assessment process to align the existing workforce with the new organizational structure and roles.

The framework guides organizations through the assessment and redeployment process by employing 6 key methods:

1. Existing Performance Management Data: Utilizes data from the current performance management system to assess employee fit for new or modified roles.
2. Line Manager Performance Ratings: Relies on evaluations from direct supervisors regarding the performance and potential of employees for alignment with the restructuring goals.
3. Competency-Based / Behavioral Interview: Conducts interviews focused on identifying behaviors and competencies that match the requirements of the new roles.
4. Personality Measures (OPQ) Linked to Competencies: Applies personality assessments, like Occupational Personality Questionnaires, to gauge fit with the behavioral demands of new positions.
5. Simulation Exercises: Uses work simulations to observe how employees handle specific tasks or challenges they might face in the new roles.
6. Pertinent Employee Data: Incorporates relevant employee information, such as work history, education, and other factors, to make informed redeployment decisions.

The Restructuring Redeployment framework brings several advantages to organizations undergoing restructuring:

• Strategic Alignment: Ensures that the workforce is aligned with the new organizational goals and structures, enhancing the effectiveness of the restructuring effort.
• Optimized Talent Utilization: By accurately assessing and deploying employees based on their skills and competencies, organizations can maximize the potential of their workforce.
• Reduced Turnover and Disruption: A thoughtful redeployment process helps in retaining valuable talent, thereby minimizing turnover and the associated costs.
• Improved Employee Morale: Transparent and fair assessment methods can improve morale and engagement among employees, even in the midst of significant organizational changes.
• Future-Ready Workforce: By focusing on the competencies and skills required for future success, organizations can better prepare their workforce to meet upcoming challenges.

This framework empowers organizations to navigate the complexities of restructuring by providing a structured approach to assess, redeploy, or recruit employees to meet the new demands of the organization, ensuring a smooth transition to the new structure while optimizing the talents and skills of the existing workforce.

5. Strategic Restructuring: Critical Success Factors

The Strategic Restructuring framework underscores the importance of 5 Critical Success Factors (CSFs) that are paramount for the effective implementation of strategic restructuring efforts. It delineates the essence of Strategic Restructuring, aimed at addressing and overcoming challenges to achieve significant, radical improvements in organizational performance.

Organizations can utilize this framework by focusing on the following 5 CSFs:

1. Strategic Focus: Ensuring that restructuring efforts are closely aligned with the organization’s strategic goals, providing a clear direction and purpose for the changes.
2. Continuous Communication: Maintaining open, ongoing dialogue with all stakeholders to manage expectations, mitigate concerns, and foster a sense of inclusion and understanding throughout the restructuring process.
3. Participative Focus: Engaging employees and other stakeholders in the restructuring process to leverage their insights, encourage buy-in, and enhance the effectiveness of the transformation.
4. Positions before People: Designing the organizational structure and defining roles and responsibilities based on strategic needs, before assigning individuals to positions, ensuring the right fit for each role.
5. Focus on Competency: Prioritizing the skills and competencies that are critical for success in the new organizational structure, ensuring that talent management strategies are aligned with these requirements.

Implementing this Strategic Restructuring framework offers numerous advantages:

• Alignment with Strategic Objectives: Ensures that restructuring efforts are directly contributing to the realization of strategic goals, enhancing overall organizational performance.
• Enhanced Stakeholder Engagement: Continuous communication and participative approaches increase engagement, reduce resistance, and facilitate smoother transitions.
• Optimized Organizational Design: Focusing on positions before people helps in creating an organizational structure that is rational, efficient, and capable of meeting future challenges.
• Improved Talent Management: By emphasizing competencies, organizations can better identify, develop, and retain the talent necessary for their strategic ambitions.
• Successful Transformation Outcomes: Collectively, these CSFs contribute to a higher likelihood of successful restructuring, positioning the organization for long-term success.

In addition to these CSFs, the framework also outlines the phases of the transformation approach, steps to successful redeployment, and examples of successful strategic restructuring implementations, offering a comprehensive guide for organizations aiming to undergo strategic restructuring. This holistic approach ensures that restructuring efforts are not only strategically sound but also effectively executed and sustained over time.

6. Purpose-driven Organization Transformation

The Purpose-driven Organization Transformation framework offers a comprehensive approach to embedding a meaningful Purpose within an organization, moving beyond superficial declarations to deeply integrate Purpose into every aspect of the organization’s culture, operations, and strategic direction.

This framework define 5 core components to Purpose:

1. Presence: Ensuring that the Purpose is a visible and constant guide in all organizational activities.
2. Strength: The Purpose should be compelling and robust enough to inspire action and drive decision-making.
3. Alignment: Aligning the organization’s strategies, goals, and behaviors with its Purpose.
4. Integration: Embedding the Purpose into all aspects of the organization, from internal processes to customer interactions.
5. Advocacy: Encouraging all members of the organization to champion the Purpose, both internally and externally.

This framework emphasizes that a genuine Purpose-driven organization benefits from enhanced employee engagement, customer loyalty, and overall organizational resilience, especially critical in the Digital Age.

To transition into a Purpose-driven organization, the framework suggests focusing on the five core components of Purpose and following a structured 4-phase process:

1. Discover: Identifying and understanding the organization’s authentic Purpose through reflection, dialogue, and engagement with stakeholders.
2. Articulate: Clearly defining and communicating the Purpose in a way that resonates with employees, customers, and other stakeholders.
3. Activate: Taking concrete actions to align operations, culture, and strategies with the articulated Purpose.
4. Embed: Ensuring that the Purpose is deeply ingrained in the organization’s DNA, influencing behaviors, decisions, and everyday activities.

Implementing the Purpose-driven Organization Transformation framework provides several key advantages:

• Enhanced Employee Engagement: A clear, compelling Purpose can significantly increase employee motivation, satisfaction, and loyalty.
• Improved Customer Loyalty: Customers are more likely to form strong connections with brands that have a clear Purpose beyond profit.
• Organizational Resilience: A strong Purpose helps organizations navigate challenges and changes by providing a constant source of direction and motivation.
• Strategic Clarity: Purpose acts as a north star, guiding strategic decisions and ensuring that the organization remains focused on what truly matters.
• Competitive Differentiation: In an increasingly crowded marketplace, a genuine Purpose can differentiate an organization from its competitors.

The Purpose-driven Organization Transformation framework emphasizes that for Purpose to be truly impactful, it must be more than just a statement—it needs to be a living, breathing aspect of the organization’s culture and operations. By following this framework, organizations can ensure that their Purpose is not only declared but deeply integrated, driving meaningful change and delivering significant benefits.

7. Lean-led Business Transformation

The Lean-led Business Transformation framework addresses the necessity for organizations to adapt to the rapid changes and increasing complexity of today’s marketplace. This framework emphasizes the importance of Operational Excellence–not just in Innovation, but across all facets of Customer Service and Delivery.

In the face of a volatile market where new ideas can quickly render established business models obsolete, companies must embrace continuous improvement as a core aspect of their strategy. Lean-led Business Transformation focuses on building organizational capacity to effectively respond to market shifts through the principles of lean management.

The framework outlines a process for integrating Lean principles into Business Transformation efforts, focusing on 4 core benefits:

1. Organizational Capacity: Building flexibility and resilience within the organization, enabling it to adapt more quickly to changes and challenges in the marketplace.
2. Enhanced Customer Value: Leveraging Lean principles to better understand and meet customer needs, thereby enhancing customer satisfaction and loyalty.
3. Leading-edge Operating Model: Developing a streamlined, efficient operating model that minimizes waste and maximizes value creation.
4. Operational Excellence: Achieving a high level of efficiency and effectiveness in all operational processes, ensuring that products and services are delivered in a way that exceeds customer expectations.

Adopting a Lean-led Business Transformation framework offers several key advantages:

• Improved Financial Performance: By increasing efficiency and reducing waste, organizations can significantly enhance their bottom line.
• Increased Customer Satisfaction: A focus on customer value helps to ensure that products and services closely align with customer needs and expectations, leading to higher levels of customer satisfaction and retention.
• Higher Employee Engagement: Lean principles often involve empowering employees and engaging them in continuous improvement efforts, which can lead to higher levels of job satisfaction and engagement.
• Risk Mitigation: A Lean-led approach emphasizes flexibility and adaptability, which can help organizations better navigate uncertainties and mitigate risks associated with rapid market changes.

This framework underscores the importance of embracing Lean principles not just as tools for operational improvement, but as a comprehensive strategy for navigating the complexities of the modern business landscape.

By embedding Lean-led Business Transformation into the core business direction and purpose, organizations can cultivate a culture of continuous improvement that drives sustainable success in a hyper-creative and volatile marketplace.

8. Maintaining Energy-to-Change

The Maintaining Energy-to-Change framework highlights the critical role of organizational energy in driving successful Business Transformations.

As business ecosystems evolve due to shifts in customer demands, innovation, competitive dynamics, and regulations, organizations must not only adapt but occasionally undergo large-scale transformations that redefine their business models and strategic directions. Such transformations demand a high level of energy-to-change—defined as the collective willingness, motivation, and vigor within the organization to pursue and support change.

This framework identifies 9 elements that drive the energy-to-change, organized into 3 core pillars:

1. Key Restraints on Energy-to-Change: Identifying factors that may dampen or restrict the organization’s drive for change. These could include fear of the unknown, resistance to change, or a lack of understanding of the transformation’s benefits.
2. Ways to Release Restraints on Energy-to-Change: Strategies for overcoming barriers to change. This involves clear communication of the transformation’s purpose and benefits, providing support and resources for employees during the transition, and creating a culture that values adaptability and learning.
3. Ways to Boost Energy-to-Change: Methods for actively enhancing the organization’s momentum and commitment to the transformation. This can include setting clear and achievable milestones, recognizing and celebrating progress, and fostering a sense of ownership and engagement among all employees.

Implementing Energy-to-Change offers numerous advantages:

• Sustained Transformation Momentum: By actively managing and nurturing the organization’s energy-to-change, leaders can maintain momentum throughout the transformation process, even when facing challenges.
• Enhanced Employee Engagement and Buy-in: Understanding and addressing the emotional and rational aspects of change helps to build strong buy-in and engagement from employees at all levels.
• Effective Change Management: Identifying key restraints and developing strategies to overcome them ensures that transformation efforts are not derailed by resistance or inertia.
• Cultural Shift: Over time, the practices embedded in boosting and maintaining energy-to-change can lead to a more adaptable and resilient organizational culture, well-suited to the demands of a constantly changing business landscape.

The concept of Energy-to-Change serves as a vital tool for leaders embarking on Business Transformations. By focusing on the elements that drive and sustain the willingness and motivation to change, leaders can better navigate the complexities of transformation, ensuring their organizations are poised for long-term success in an ever-evolving business environment.

9. Business Transformation Success Factors

The Business Transformation Success Factors framework highlights essential elements critical for achieving significant, positive outcomes from Business Transformation efforts.

In today’s rapidly evolving technological and competitive landscape, transformations are increasingly necessary for companies aiming to significantly improve their performance and alter their future direction. However, the success of these transformations is not guaranteed, and a structured, data-driven approach is essential for maximizing the chances of success.

The framework emphasizes 5 critical factors based on empirical evidence that organizations should focus on to ensure the success of their Business Transformation efforts:

1. Cost Management: Efficiently managing costs to ensure the organization remains financially healthy and able to invest in key areas of the transformation.
2. Revenue Growth: Identifying and capitalizing on opportunities for revenue growth, which is essential for funding the transformation and ensuring long-term viability.
3. Long-term Strategy and R&D Investment: Developing a forward-looking strategy that includes significant investment in research and development to innovate and stay ahead of market trends.
4. New, External Leadership: Sometimes, bringing in leaders from outside the organization can provide fresh perspectives and drive changes that internal leaders may be too invested in the status quo to implement.
5. Holistic Transformation Programs: Ensuring that transformation efforts are comprehensive and touch on all aspects of the organization, from operations and culture to technology and customer engagement.

Implementing the success factors put forth in this framework offers several key benefits:

• Enhanced Performance and Competitiveness: By focusing on these critical success factors, organizations can significantly improve their operational efficiency, market position, and overall performance.
• Sustainable Growth: Prioritizing revenue growth and long-term strategic planning helps ensure the transformation leads to sustainable, long-term growth.
• Innovation Leadership: Investment in R&D positions the company as a leader in innovation, able to anticipate and respond to future challenges and opportunities.
• Adaptability and Resilience: A holistic approach to transformation ensures that the entire organization is aligned and adaptable, enhancing its resilience to future disruptions.
• Revitalized Organizational Culture: The introduction of new leadership and comprehensive transformation programs can revitalize the organizational culture, making it more dynamic, innovative, and aligned with the transformation’s goals.

The Business Transformation Success Factors framework provides a structured and evidence-based approach for companies undergoing transformation, offering a roadmap to navigate the complexities of change and achieve profound improvements in performance.

10. Downturn Management & Transformation

The Downturn Management and Transformation framework is designed to guide organizations through the challenges posed by economic downturns, which are characterized by widespread declines in economic activity, including drops in spending, GDP, real income, employment, and manufacturing. Such periods often lead to inflation, reduced sales revenues and profits, and cutbacks in crucial investments like R&D. Businesses face tightening credit conditions, diminished demand, and a pervasive sense of insecurity.

This framework outlines a strategic approach for not only surviving these challenging times but also positioning the organization for future growth.  The framework is divided into 2 key phases, each with several crucial steps designed to help organizations navigate the complexities of a downturn:

1. Phase 1: Stabilize – This phase focuses on immediate actions to secure the organization’s financial stability and operational viability.
2. Phase 2: Capitalize – Once stabilization is underway, the focus shifts to strategies that can position the organization to take advantage of opportunities emerging from the downturn.

Adopting this Downturn Transformation framework provides several benefits:

• Resilience: Enhances the organization’s ability to withstand the immediate impacts of the downturn, preserving core capabilities and assets.
• Competitive Advantage: By strategically managing costs and focusing on efficiency, organizations can maintain or even improve their competitive position.
• Innovation and Growth: Encourages a proactive approach to innovation and growth, enabling the organization to emerge from the downturn stronger and more capable.
• Strategic Alignment: Ensures that the organization’s strategy and operations are aligned with the evolving market conditions, positioning it for success in the recovery phase.

This framework equips organizations with the tools and strategies needed to navigate the challenges of economic downturns, transforming potential threats into opportunities for stabilization, transformation, and growth.

Additional Consulting Tools for Business Transformation

The world’s foremost expert on Corporate Transformation is Dr. Robert H. Miles, a distinguished author and professor at the Harvard Business School. He has decades of experience leading 30+ Corporate Transformations at such iconic organizations, including Apple, Black & Veatch, General Electric, IBM Global Services, Infineon Technologies, National Semiconductor, Office Depot, PGA Tour, PricewaterhouseCoopers, Rockwell International, Southern Company, and Symantec, as well as a number of emerging high-tech companies and public utilities.

Bob pioneered the Accelerated Corporate Transformation (ACT) methodology, which is available exclusively on Flevy:

• Transformation Leader’s Guide (online course)
• Inhibitors of Rapid Transformation (PPT lecture)

Here are links to additional consulting resources related to Business Transformation:

• More Business Transformation consulting frameworks
• All of the FlevyPro Business Transformation documents
• Business Transformation best practices on Flevy
• Digital Transformation best practices on Flevy

According to McKinsey, 75% of the companies currently in the S&P 500 will have disappeared by 2027. The survival rate for less successful organizations is even higher!  This extremely high churn rate shows the criticality of effective Business Transformation, as as organizations strive to adapt, survive, and thrive in an ever-evolving, competitive landscape.

The Business Transformation frameworks showcased above help organizations navigate towards excellence and become the few, timeless victors.  By leveraging these frameworks, consulting firms are equipped to lead their clients toward sustainable growth, operational excellence, and strategic innovation.

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"If you don't transform your company, you're stuck." - Ursula Burns, Chairperson and CEO of VEON; former Chairperson and CEO of Xerox

Business Transformation is the process of fundamentally changing the systems, processes, people, and technology across an entire organization, business unit, or corporate function with the intention of achieving significant improvements in Revenue Growth, Cost Reduction, and/or Customer Satisfaction.

Transformation is pervasive across industries, particularly during times of disruption, as we are witnessing now as a result of COVID-19. However, despite how common these large scale efforts are, research shows that about 75% of these initiatives fail.

Leverage our frameworks to increase your chances of a successful Transformation by following best practices and avoiding failure-causing "Transformation Traps."

Learn about our Business Transformation Best Practice Frameworks here.