The everyday rhythm of internal comms, and the narrative that carries people through change, restructure and transformation. We build the messaging, toolkits and manager guides that help people understand what’s happening, and why, at every stage.
The gap between what leaders think they’re saying and what people actually hear is usually widest at exactly the moments it matters most: restructures, systems and technology transformation, leadership change, M&A. Most organisations don’t lack the will to communicate well. They lack the capacity, the narrative discipline, or someone whose job it is to make sure the message survives contact with five thousand inboxes.
That’s what this offering is for.
Helping people understand where the business is going, wherever they sit in it: the strategy, the priorities, how things are actually performing.
Bringing people together across teams, functions and locations, so they feel part of one story rather than several disconnected ones.
Equipping leaders and managers to communicate consistently, so people trust what they’re hearing and trust the person saying it.
Helping leaders communicate consistently and with clarity, through executive messaging, leadership toolkits, town hall briefings, manager cascades, Q&As, speaker notes and comms coaching.
Supporting acquisitions, integration and transformation, so everyone hears one consistent story as it happens, not five different versions of it.
Listening, recognition, two-way conversation, feedback, and visible action on what people actually say.
Making communications simpler, clearer and more consistent, so people know where to look and what to trust.
Understanding impact, not just activity. More on how, below.
Culture doesn’t live in decks or values on a wall – it shows up in how people lead, communicate, and work together every day. That’s where we come in.
Meeting the people who matter: leadership, the people team, employees themselves, and anyone managing external and investor communications.
Understanding the existing culture, the pain points, the communication habits already in place, and the rhythm leadership already works to.
Putting the internal communications strategy, editorial calendar and style guide in place.
Quick wins first, the day-to-day communications staples running properly, then the bigger change delivered on top.
We look at three things together, not just one:
We build that picture from quarterly pulse surveys, town hall Q&A themes, focus groups and direct manager feedback, not just the numbers a dashboard can show on its own.
Fractional support
Embedded for a set number of days a week, for organisations that need senior internal comms expertise without the cost or commitment of a full-time hire. Useful for ongoing programmes, or for building internal comms capability and confidence over time.
Full-time support
Embedded full-time for the length of a specific change or transformation programme, sitting inside your team and working to your governance, tools and timelines as if we were one of your own.
Direct experience leading change and internal communications inside organisations including:
• AstraZeneca — communications and engagement for global finance, systems and AI transformation programmes.
• BAT — external and digital communications leadership for one of the world’s largest FMCG businesses.
• Deutsche Bank — internal communications for a 3,500-person global Risk function.
• Organisations going through restructuring, systems or technology transformation, leadership transition, M&A, or rapid scaling.
• Leadership teams who need help communicating change with clarity and confidence, rather than leaving it to land however it lands.
• Comms teams who need senior support for a defined period, without adding permanent headcount.
• Less rumour, less anxiety, and faster adoption of new ways of working.
• A cascade that actually reaches the people doing the job, not just the people who already knew.
• Leaders who communicate change themselves, with confidence, rather than delegating it and hoping.
Get in touch and we’ll talk through what’s happening, who needs to hear what, and what the right level of support looks like.
