Founders
You focus on vision. We bring the people, structure and delivery to make it real.
Supporting founders through growth, change and everything in between
Founders live and breathe the businesses they build. Every decision carries personal weight — for customers, teams and investors alike. When growth accelerates after funding, when a merger is on the horizon, or when succession becomes reality, the pace and pressure of change intensify.
Culture that once felt effortless can start to slip as new people join. Priorities shift. What made the business special risks being diluted under the strain of delivery. Even when success is strong, the speed of scaling can make it hard to keep everyone aligned and focused.
Many founders tell us they don’t need another big consultancy — they need a trusted change management partner who understands that their business is more than numbers and strategy; it’s their identity, their community and their legacy.
A trusted partner for founders
changemaker works alongside founders as an independent, people-centred change management consultancy — honest, practical and on your side.
When momentum stalls, we help you regain clarity and rebuild confidence. When growth kicks up a gear, we bring structure that scales without smothering what makes you different.
Whether the challenge is digital transformation, organisational redesign, or post-merger integration, our change management services blend experience, empathy and expertise — enabling progress without losing your culture or your team along the way.
Our approach spans three connected service lines — Human Change, Change Design, and Change Delivery — giving founders the insight and capability to execute growth plans successfully.
Our Change Management Services
Human Change: protecting culture as you grow
For founders who care deeply about their people, Human Change is where transformation starts. We help you reconnect the business to its purpose, strengthen trust and adapt ways of working as you expand.
Using tools such as Lumina Spark, leadership coaching and tailored workshops, we make team dynamics visible and constructive. Directors and leaders gain a shared language to understand themselves, their colleagues and the culture they want to preserve — even when the business doubles in size.
This approach builds measurable results: values-driven behaviour, company-wide resilience, improved retention, and communications that engage people through uncertainty rather than burning them out.
Change Design: structuring growth for success
Scaling a company is not the same as starting one. Through Change Design, we translate ambition into structured, achievable plans that respect both vision and velocity.
We bring an external perspective that pressure-tests assumptions, identifies capability gaps and designs operating models, governance and systems that grow with you. This includes process mapping, communication strategies and leadership investment — ensuring you, the founder, don’t become a bottleneck.
By blending Prosci® methods (including the ADKAR model) with your strategy, we design for adoption from the outset. We replace chaos with clarity, answering vital questions: who owns what, how decisions are made, which milestones matter, and how success will be evidenced to customers, boards and investors.
Change Delivery: making it happen
When it’s time to move from plan to action, our Change Delivery services bring disciplined project and change management expertise to make transformation happen.
We deliver transparent reporting, proportionate governance and a single source of truth so you and your investors can see progress without the noise.
Whether implementing new digital systems, integrating an acquisition or stabilising after leadership change, changemaker acts as a trusted extension of your business. We focus not just on timelines and budgets, but on people, culture and outcomes that last.
When internal capacity is stretched, our Resourcing for Change service provides experienced interim change leaders — ensuring continuity without permanent headcount.
What founders gain
Working with changemaker, founders tell us they feel supported, focused and more in control. They gain clarity when growth feels complex. Their organisations gain structure without bureaucracy, enabling sustainable scale while protecting culture.
Teams stay aligned and accountable; customers and investors see consistent delivery. Most importantly, founders recover time for the work only they can do — shaping the future and energising people to build it.
Over time, your business doesn’t just manage change — it develops a core capability for it.
What an engagement looks like
We usually begin with a concise diagnostic covering strategy, culture and delivery alignment. Together, we identify the few decisions that will unlock disproportionate progress.
From there, we co-design a lightweight oversight and delivery model — simple cadences, clear roles and right-sized reporting. Human Change runs alongside this through leadership coaching, ADKAR-informed adoption plans and Lumina-based team alignment.
Execution follows quickly, with our team augmenting yours where needed and stepping back as capability builds. The result is lasting momentum, not short-term fixes.
How we support your change journey
At changemaker, we take a comprehensive and holistic approach to change, offering a wide range of services across four key areas:
Change Design
Supporting you in exploring what change might look like, or navigating your way to realising the change you desire.
Change Delivery
Implementing the governance and skills to plan and deliver change in an ambiguous world.
Human Change
Supporting the human being in understanding why and how to change to realise their full potential.
Video resources
Watch our experts share real-world insights and proven strategies to help you strengthen your organisation’s change delivery approach.
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Frequently asked questions
Here are some common questions about how we help organisations deliver change more effectively, with the right governance and approach.
How do I keep culture strong as we scale?
Treat culture as a product with an owner, a backlog and metrics. Re-articulate behaviours that express your values in the next stage of growth, then make them visible in rituals — how you hire, plan, meet and recognise contribution.
When should I bring in external change support?
Don’t wait for a crisis. The best time is when growth is on the horizon or investment is landing. Change Design adds focus and structure; Change Delivery adds capacity and assurance to maintain momentum.
How do I balance investor expectations with my people values?
Align outcomes so there’s no false trade-off. Set metrics that pair commercial results with adoption and engagement. Prosci®/ADKAR gives sponsors and managers a shared language to manage adoption risk early.
What if I just need someone to make change happen?
That’s when Change Delivery steps in. Our project and change managers plan, coordinate and execute — bringing discipline and visibility while protecting your standards and voice.
How do I stop being the bottleneck?
Shift from heroic doing to deliberate enabling. Define the outcomes only you can own, delegate clearly and invest in a leadership team that complements your strengths. Coaching helps embed sponsorship habits so decisions don’t queue at your desk.
What does “board- and investor-ready” reporting look like?
Concise, narrative updates that connect strategy to milestones, people and progress. Reports should inform timely decisions — not perform for show.
How quickly can we start?
After a short scoping call, we can run a rapid health check and an executive session to set priorities. If a programme is already live, we stabilise governance first, then focus on the human factors driving adoption. You’ll feel progress within weeks, not quarters.
How do we stay agile while adding structure?
Design the minimum viable governance. Clarify who decides what, establish a dependable rhythm, and use a single, transparent view of progress and risk. Structure should accelerate, not slow you.
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