The technology is rarely what kills a transformation — adoption is. We get your people from resistance to ownership, so the investment you've already made actually delivers, and keeps delivering after we've gone.
The new ERP is live, but the real numbers still live in someone's parallel workbook nobody will give up.
People were shown the buttons once, then left to figure out the actual work alone. Confidence never formed.
When the implementation team left, so did every answer to "how do I…?" Now you're dependent on a phone number.
The steering committee declared victory at go-live. On the floor, resistance and workarounds quietly took hold.
of digital and finance transformations fail to meet their objectives — and the dominant cause is the people side, not the technology.
Adoption isn't an event at go-live. It's a journey from "why are we doing this" to "I can't imagine working the old way." We run all three stages — most failures skip straight to the middle one.
We have. We've run finance teams through systems change from the inside — which means we design for how people actually behave on the floor, not how a change framework says they should.
Our people have been the finance managers and team leads on the receiving end of transformation. We know exactly where adoption breaks because we've been there when it did.
The whole point is to leave. Train-the-trainer and an internal academy mean your team owns the system — not our retainer.
You're not handing soft-skills trainers a process they don't understand. We speak debits and data flows as fluently as adoption curves.
No disappearing act when the statement of work closes. Hypercare and embedding are in scope, because that's where the value is won or lost.
If you're mid-project or about to start one, the cheapest insurance you can buy is knowing where adoption will break. That's where we start.
Fixed scope, fixed fee. We assess your transformation's adoption risk — stakeholder sentiment, leadership alignment, training gaps and resistance hot-spots — and hand you a prioritised action map. Attach it to a project you're already funding to de-risk the spend you've committed.
Book a discovery call →We design and run the engagement, communications, role-based training and super-user network — then carry it through go-live with hands-on hypercare while people find their feet on the new system.
We stand up your internal academy, train your trainers, track adoption against real metrics, and transfer ownership — so capability stays in the building long after we're gone.
A representative go-live adoption engagement, and the experience behind the people who'd run it.
A finance function rolling out a new ERP, with leadership worried that teams would default to old spreadsheets the moment the consultants left. We built a super-user network, ran role-based training on the team's real workflows, and provided structured hypercare — then handed over a living knowledge base and trained internal trainers to carry it forward.
Figures shown are representative target outcomes based on typical engagements and industry benchmarks, not a guarantee of results for a specific client.
We use established frameworks as scaffolding — but the programme is built around your people, your processes and your floor-level reality.
Training is one piece of the middle stage. Without engagement before it and embedding after it, training is forgotten within weeks — which is exactly why so many rollouts quietly fail despite "everyone being trained."
Vendor training teaches the software's buttons, generically, then ends. It doesn't change behaviour, doesn't reflect your specific processes, and doesn't stay to see whether anyone actually adopts it. Those are different jobs.
No. Earlier is better, but a Readiness Diagnostic mid-flight still de-risks the rest of the rollout. Most adoption damage happens around and after go-live, which is usually still ahead of you.
We define what "adopted" means for your context, baseline it, and track it — system usage, exception rates, support-ticket trends, process compliance. Adoption you can't measure is adoption you're guessing at.
That's the design goal, not a risk. Train-the-trainer and your internal academy mean the capability stays in the building. If we've done our job, you won't need to call us — and we'd rather earn the next project than rent you the last one.
Start with a fixed-scope Change Readiness Diagnostic. In two weeks you'll know exactly where adoption is at risk — and what to do about it. No obligation beyond that.
Book your discovery call