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Chrysalis Consulting Ltd, 26 Priestgate, Peterborough PE1 1WG mail@chrysalis-consulting.co.uk 01733 865026
Introduction to Chrysalis
Consulting
About Chrysalis Consulting
Chrysalis Consulting was founded in 2013 by Kelly Fryer following an 18 year career in
Human Resources, Learning and Development and Organisational Design and
Development.
Kelly was frustrated with consultants coming in to the businesses she was working in
and doing things their way, without really understanding what was needed or how to
ensure success and she knew there was a better way to support and develop
businesses.
Chrysalis Consulting are a boutique consultancy specialising in Change, Culture and
People Development and we work with a diverse range of businesses embedding
ourselves into the businesses we support and ensuring sustainable change.
We hold a strong belief that businesses that invest in their people outperform those
that don’t and we recognise that to change processes and performance this starts with
changing mindsets, language and behaviours.
March 2016Chrysalis Consulting 2
Our Leadership Team
Michael Fearnhead, Managing Director
Kelly Fryer, Founder and Transformational Change Director
Peter Fearnhead, Non-Executive Director
Full profiles can be found here
March 20163Chrysalis Consulting
Our Approach
• Review – Immersion
days/engagement workshops to
understand why, what and how the
business operates and the desired
future state
• Design – Solutions to move to the
desired future state including
timelines, resources, communications
and budget
• Engage – Key stakeholders and other
relevant parties
• Implement – The solutions, feedback
and continuous plan
CASE STUDY EXAMPLES
March 2016Chrysalis Consulting 5
Culture Change Case Study
Background – Our client contacted us following a staff survey to
discuss the design and implementation of a leadership
development programme. We used a boundary examination
technique to identify concerns and potential solutions and
uncovered a wider culture issue.
Aims – To align the values and behaviours with the strategic
direction and vision; to embed accountability for staff at all levels
for their actions; increase employee engagement, leadership
capability and customer satisfaction.
Outcomes – 36% increase in satisfaction relating to leadership,
26% rise in customer satisfaction.
March 20166Chrysalis Consulting
Culture Change Case Study
Background – We were approached by a client following a
presentation on Tribal Leadership and asked to work with them
on implementing this.
Aims – To stabilise the business at Stage 4* and engage all
leaders in the process.
Outcomes – 23% increase in staff engagement, 26% decrease in
staff absence, 37% increase in profit.
*Tribal Leadership outline on next page
March 20167Chrysalis Consutling
Tribal Leadership
March 2016Chrysalis Consulting 8
Change Management Case Study
Background – Our client needed to make a headcount reduction
of 500 staff due to a budget reduction for the next financial year.
Aims – Support the HR and Leadership Team in designing and
embedding a new structure.
Outcomes – Savings were met with a reduction in headcount of
300 FTE’s; Outgoing staff felt more valued and supported than
during previous changes; The HR team received letters of thanks
for the way the consultation process has been managed.
March 20169Chrysalis Consutling
Change Management Case Study
Background – Our client needed to implement a leaner, flatter
and more effective structure.
Aims – To streamline processes and ensure more effective
management and communication.
Outcomes – Implemented a shared service function removing
85% of administrative tasks from front facing departments; A
leaner, flatter and more effective leadership and management
structure; 25% less staff decreasing operating costs by over 40%.
March 201610Chrysalis Consulting
Leadership Development Case Study
Background – Our client was seeking an innovative and
engaging Leadership Development Programme for 40 leaders to
run over a six month period to increase morale and performance
Aims – To increase communication and team working and
eradicate silo working; To improve working between senior and
junior managers; Boost performance
Outcomes – Increase in company wide performance and team
working; More collaborative work ethic; Implemented a Talent
Management Strategy; Bi-annual meetings with leaders and
managers to discuss vision and strategy
March 201611Chrysalis Consulting
Leadership Development Case Study
Background – Our client approached us about delivering a 12
month development programme for leaders over a 12 month
period to help increase performance at a time of implementing
flexible working.
Aims – To develop leadership capabilities to embed flexible
working; To increase staff engagement across the business.
Outcomes – Designed and delivered a 12 month development
programme combining online and face to face learning; increased
performance; increased engagement.
March 201612Chrysalis Consulting
Employee Engagement Case Study
Background – Our client had carried out a recent survey that
showed a considerable decrease in engagement since the last
survey.
Aims – To design and implement an employee engagement
strategy; To increase engagement; To retain and develop talented
staff; To eliminate silo working mentality throughout the company.
Outcomes – Communication dramatically, positively impacting on
employee and customer satisfaction; Managers felt empowered
to lead on changes and engage staff; Staff felt heard and valued.
March 201613Chrysalis Consulting
Workforce Planning and Budget Tool
Background – We were approached by an employee engagement
company to help support their client with workforce planning to
allow them to monitor workforce spend more effectively.
Aims – To design and implement a solution that could be used
across all locations across the globe that was time and cost
effective.
Outcomes – We designed and implemented an HR dashboard
and supported the HR team with implementing and updating for a
three month period up-skilling their teams to take this forward
form themselves
March 201614Chrysalis Consulting
Strategic Development and Implementation
Background – We were approached by a client about helping them
to design HR KPI’s that could be effectively monitored and reported
on a monthly basis.
Aims – To design a KPI dashboard that allowed the company to
benchmark against others in the sector; To be able to present clear
targets on a monthly basis to the Leadership Team
Outcomes – A suite of HR KPI’s that allows benchmarking is now in
use and is improving performance across the workforce; A new HR
Strategy demonstrating how the business is accountable for
workforce engagement and KPI performance has also been
designed and implemented.
March 201615Chrysalis Consulting
Some Client Feedback
“The transformation was so fast. We had hit a bit of a barrier internally and the new
perspective allowed an almost instant shift in how employees felt about the business” –
Chris K, HR Director
“Restructuring is never a nice process to go through but this was the best I have ever been
part of. All staff really understood the business reasons for making the changes we were
making and everyone at every level had all of the support they needed” – Chris C, Head of
Policy
“We hadn’t even considered that increasing engagement through such a large change
programme was possible. By really understanding what our staff valued we were able to
use this as a really key part of ‘the way we do things around here’. It’s been a remarkable
process” – Leigh H, Finance Director
“The Chrysalis Team are a unique combination of authority, innovative ideas and
authenticity, always striving to get the best out of people and lead us onto new things but
always with refreshing business realism. I highly recommend Chrysalis Consulting” – Dr S
Collins, CEO
March 201616Chrysalis Consulting
Want To Learn More?
www.chrysalis-consulting.co.uk
01733 865026
mail@chrysalis-consulting.co.uk

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Introduction to Chrysalis

  • 1. Chrysalis Consulting Ltd, 26 Priestgate, Peterborough PE1 1WG mail@chrysalis-consulting.co.uk 01733 865026 Introduction to Chrysalis Consulting
  • 2. About Chrysalis Consulting Chrysalis Consulting was founded in 2013 by Kelly Fryer following an 18 year career in Human Resources, Learning and Development and Organisational Design and Development. Kelly was frustrated with consultants coming in to the businesses she was working in and doing things their way, without really understanding what was needed or how to ensure success and she knew there was a better way to support and develop businesses. Chrysalis Consulting are a boutique consultancy specialising in Change, Culture and People Development and we work with a diverse range of businesses embedding ourselves into the businesses we support and ensuring sustainable change. We hold a strong belief that businesses that invest in their people outperform those that don’t and we recognise that to change processes and performance this starts with changing mindsets, language and behaviours. March 2016Chrysalis Consulting 2
  • 3. Our Leadership Team Michael Fearnhead, Managing Director Kelly Fryer, Founder and Transformational Change Director Peter Fearnhead, Non-Executive Director Full profiles can be found here March 20163Chrysalis Consulting
  • 4. Our Approach • Review – Immersion days/engagement workshops to understand why, what and how the business operates and the desired future state • Design – Solutions to move to the desired future state including timelines, resources, communications and budget • Engage – Key stakeholders and other relevant parties • Implement – The solutions, feedback and continuous plan
  • 5. CASE STUDY EXAMPLES March 2016Chrysalis Consulting 5
  • 6. Culture Change Case Study Background – Our client contacted us following a staff survey to discuss the design and implementation of a leadership development programme. We used a boundary examination technique to identify concerns and potential solutions and uncovered a wider culture issue. Aims – To align the values and behaviours with the strategic direction and vision; to embed accountability for staff at all levels for their actions; increase employee engagement, leadership capability and customer satisfaction. Outcomes – 36% increase in satisfaction relating to leadership, 26% rise in customer satisfaction. March 20166Chrysalis Consulting
  • 7. Culture Change Case Study Background – We were approached by a client following a presentation on Tribal Leadership and asked to work with them on implementing this. Aims – To stabilise the business at Stage 4* and engage all leaders in the process. Outcomes – 23% increase in staff engagement, 26% decrease in staff absence, 37% increase in profit. *Tribal Leadership outline on next page March 20167Chrysalis Consutling
  • 9. Change Management Case Study Background – Our client needed to make a headcount reduction of 500 staff due to a budget reduction for the next financial year. Aims – Support the HR and Leadership Team in designing and embedding a new structure. Outcomes – Savings were met with a reduction in headcount of 300 FTE’s; Outgoing staff felt more valued and supported than during previous changes; The HR team received letters of thanks for the way the consultation process has been managed. March 20169Chrysalis Consutling
  • 10. Change Management Case Study Background – Our client needed to implement a leaner, flatter and more effective structure. Aims – To streamline processes and ensure more effective management and communication. Outcomes – Implemented a shared service function removing 85% of administrative tasks from front facing departments; A leaner, flatter and more effective leadership and management structure; 25% less staff decreasing operating costs by over 40%. March 201610Chrysalis Consulting
  • 11. Leadership Development Case Study Background – Our client was seeking an innovative and engaging Leadership Development Programme for 40 leaders to run over a six month period to increase morale and performance Aims – To increase communication and team working and eradicate silo working; To improve working between senior and junior managers; Boost performance Outcomes – Increase in company wide performance and team working; More collaborative work ethic; Implemented a Talent Management Strategy; Bi-annual meetings with leaders and managers to discuss vision and strategy March 201611Chrysalis Consulting
  • 12. Leadership Development Case Study Background – Our client approached us about delivering a 12 month development programme for leaders over a 12 month period to help increase performance at a time of implementing flexible working. Aims – To develop leadership capabilities to embed flexible working; To increase staff engagement across the business. Outcomes – Designed and delivered a 12 month development programme combining online and face to face learning; increased performance; increased engagement. March 201612Chrysalis Consulting
  • 13. Employee Engagement Case Study Background – Our client had carried out a recent survey that showed a considerable decrease in engagement since the last survey. Aims – To design and implement an employee engagement strategy; To increase engagement; To retain and develop talented staff; To eliminate silo working mentality throughout the company. Outcomes – Communication dramatically, positively impacting on employee and customer satisfaction; Managers felt empowered to lead on changes and engage staff; Staff felt heard and valued. March 201613Chrysalis Consulting
  • 14. Workforce Planning and Budget Tool Background – We were approached by an employee engagement company to help support their client with workforce planning to allow them to monitor workforce spend more effectively. Aims – To design and implement a solution that could be used across all locations across the globe that was time and cost effective. Outcomes – We designed and implemented an HR dashboard and supported the HR team with implementing and updating for a three month period up-skilling their teams to take this forward form themselves March 201614Chrysalis Consulting
  • 15. Strategic Development and Implementation Background – We were approached by a client about helping them to design HR KPI’s that could be effectively monitored and reported on a monthly basis. Aims – To design a KPI dashboard that allowed the company to benchmark against others in the sector; To be able to present clear targets on a monthly basis to the Leadership Team Outcomes – A suite of HR KPI’s that allows benchmarking is now in use and is improving performance across the workforce; A new HR Strategy demonstrating how the business is accountable for workforce engagement and KPI performance has also been designed and implemented. March 201615Chrysalis Consulting
  • 16. Some Client Feedback “The transformation was so fast. We had hit a bit of a barrier internally and the new perspective allowed an almost instant shift in how employees felt about the business” – Chris K, HR Director “Restructuring is never a nice process to go through but this was the best I have ever been part of. All staff really understood the business reasons for making the changes we were making and everyone at every level had all of the support they needed” – Chris C, Head of Policy “We hadn’t even considered that increasing engagement through such a large change programme was possible. By really understanding what our staff valued we were able to use this as a really key part of ‘the way we do things around here’. It’s been a remarkable process” – Leigh H, Finance Director “The Chrysalis Team are a unique combination of authority, innovative ideas and authenticity, always striving to get the best out of people and lead us onto new things but always with refreshing business realism. I highly recommend Chrysalis Consulting” – Dr S Collins, CEO March 201616Chrysalis Consulting
  • 17. Want To Learn More? www.chrysalis-consulting.co.uk 01733 865026 mail@chrysalis-consulting.co.uk