The Change Co-Pilot One-to-one support Team-wide impact

You've rolled out the change. Now build the operating system that turns it into an advantage.

A restructure, rapid growth, a leadership shift, a new tool. Plug any major change into a company operating system that nobody designed, and you get a company full of clever people who can't get anything done.

The Change Co-Pilot rebuilds your company's operating system with you, one-to-one with the leader driving the change, so the tech and your team finally have something solid to sit on, and your organisation is ready for what's next.

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The problem

It isn't a strategy problem.
It isn't a tech problem.

Change was supposed to move you forward. Turns out it also exposed everything else you'd been avoiding, and now you can see just how much more there is to be done.

Lots of motion Plenty happening, but not much actually moving forward.
Information gets stuck The right things don't reach the right people, and half of it lives in someone's head.
Decisions stall Nobody's quite sure what they're allowed to decide, so everything routes right back to the top.
You feel the cost everywhere Your best people and your best ideas are going to waste.

It's down to how you operate. And how you operate, whether you've ever called it this or not, is your culture. Not the perks or the bold values on the wall, but the actual way work gets done and how people show up every day.

What it sounds like

In room after room, once the momentum fizzles out, it sounds like this.

"We hired brilliant people and we have clear goals. Why aren't we making progress?"

"We spend more time in meetings talking about work than actually doing it."

"I can see the strategy clearly. I have no idea why my team can't seem to execute it."

"We need to be learning and adapting, but instead we're doing the same stuff as six months ago."

If any of that sounds familiar, you're in the right place. None of it was intentional. Nobody ever stopped to design how work gets done inside your organisation, so it got patched together over the years instead, and that held up fine right up until now. Your ambitions got bigger. The way you work didn't.

What this is

A partnership to fix the operating system your change sits inside.

The Change Co-Pilot is deep one-to-one work with the person leading your change, giving them the capabilities and skills to redesign how work gets done inside your organisation alongside the rollout, so whatever change you're making is supported by an operating system that can handle it.

You come out with a company that runs properly, and a change that actually pays off, instead of an expensive rollout making the same mess run faster.

And you're not handing this to an outsider to bolt their system on top. The person driving it stays in the driving seat and learns to do this themselves, so the capability stays in the business rather than walking out the door with a consultant and a 100-page slide deck (yawn).

Where the work goes

Your operating system, in four parts.

There's a whole operating system underneath every company, which shapes your culture and how work actually gets done. Change brings all four parts of that into the light and exposes both the brilliant, and not so brilliant bits.

The Change Co-Pilot tackles them properly, one at a time.

How we connect

How you communicate, meet and make progress

What it feels like right now

Messages don't land, half the meetings could've been a note, and information's stuck in silos.

How Change Co-Pilot fixes it
  • → Map how information really travels within your business and redesign where it falls down
  • → Finally design meetings that are worth having
  • → Establish comms that do what they're supposed to do
  • → Build a shared picture of where you're going
  • → Get the exact clarity you need your tools to plug into
The one leaders feel most

How we own

Who decides what, and the guardrails for change

What it feels like right now

When everything's shifting weekly, people freeze if they don't know what they're allowed to decide. Decisions stall or get overturned, and nobody's quite sure who owns what.

How Change Co-Pilot fixes it
  • → Learn how to set clear decision rights and rules for leaders
  • → Get them communicated and understood, so your leaders and managers know exactly what they can run with
  • → Speed up how problems are solved and how decisions get made
  • → Build the foundations that mean people lead with confidence

How we grow

Clear expectations and feedback, so people actually adopt

What it feels like right now

People got the tools but not the expectations. And without a continuous feedback loop, new habits never take, and learning stalls.

How Change Co-Pilot fixes it
  • → Establish clear expectations across the business
  • → Get your team comfortable with feedback that actually changes behaviour
  • → Ensure people don't just adopt the change, they grow into new ways of working every day
  • → This is where people start to do their best work

How we adapt

How you experiment, and make change stick

What it feels like right now

Everyone's a perfectionist, or too busy with BAU or the next burning issue, so nothing gets tried. Making time seems impossible, so new ways of working never take hold. And your team stays still exactly when it needs to move.

How Change Co-Pilot fixes it
  • → Build the rituals and habits that let your team try things, learn and adapt fast
  • → Establish ways of working that catch problems early, and solutions that keep the company moving forward
  • → Ensure your rollout sticks instead of stalling, and you're a company known for continually adding value
Technology and the human engine

Technology belongs in your engine. So does human value. The work is knowing where each one lives.

The Change Co-Pilot is designed on a way of working I've built over fifteen years in digital transformation, knowing how to make teams and technology work well together: where technology genuinely takes friction out of how you operate, and where the human value in your company sits and has to be protected and promoted.

Every part of your operating system runs through the same three layers. Work them in order, and the technology you bring in actually sticks and helps you scale, because it lands inside behaviours and systems that are ready for it.

Layer 1Behavioural
How people actually act, day to day, when they decide, give feedback and communicate.
Layer 2System
The rituals, processes and frameworks that make those behaviours repeatable across the business.
Layer 3Technology
The tools, AI included, chosen to serve the first two layers, in the places where they genuinely earn their keep.

Most rollouts start at Layer 3 and stop there. That's exactly why they stall. We start with the people, build the system that holds them, then let the technology land on top, the right way up.

How it works

One session every two weeks. Tangible change in between.

Every two weeks, Alicia collaborates with your change leader or transformation lead for ninety minutes to focus on the problem to solve and design the solution you'll roll out over the next two sprints, one part of your operating system at a time.

Then three moves, repeated each sprint.

01 · Diagnose

See what's really going on

Map how your company really works right now: where decisions stall, where work gets stuck, what only ever lived in someone's head.

02 · Redesign

Rebuild it together

Rebuild it with you, using the product thinking you'd bring to a client brief.

03 · Embed

Make it stick

Build the new way of working in, in two-week sprints alongside your rollout, so it holds after the engagement ends.

You stay in the driving seat throughout, and you learn to run this, so it's a capability you own, not a dependency on Alicia.

Book a call → Email Alicia →
What you leave with

Not a strategy deck. The actual system foundations, rebuilt.

Every part of this is built with you, running in your business before we finish, and yours to keep. What changes isn't a document. It's what your week looks like.

And if you leave it? The rollout limps on, the workarounds harden into how things are done, and the next change lands on foundations that are worse than the ones you have today. Nothing about this gets cheaper by waiting.

Making teams and technology work together.

Alicia Grimes

Founder, The Future Kind

Alicia Grimes

Alicia has spent fifteen years guiding organisations through complex shifts, moving from digital product and service design into team, leadership and cultural work.

That experience sits at the heart of The Change Co-Pilot. The leader handed a major transition, whether that's rapid scaling, a strategic pivot or a tech rollout, is usually expected to carry the human and cultural load entirely alone. Alicia brings strategic design capability, deep technological understanding and empathetic coaching, so leaders don't have to figure it out in isolation.

She founded The Future Kind to give change-makers the partner they actually need: someone who brings absolute clarity, deep expertise and zero corporate ego.

Namedrop? I would never. But while you're here, I've led projects with Heidi, Attest, ContentSquare, Gorilla, Ophelos, Finverity, Sustainable Energy First and Trint, to name but a few.

Selected work

Where this has been done before.

ITV

Turning a tech team human, and making it stick.

Alicia led a six-month programme that took ITV's Group Technology team from operationally-focused to service-design-led, rebuilding the employee digital experience around real user needs, and building the capability inside the team so it held after she left.

"Alicia is a joy to work with. A depth of knowledge in service design, and a strong ability to lead with humility and empathy. An incredibly creative storyteller who can articulate a complex narrative into a creative and engaging story that resonates with everyone, no matter their role."

Head of Workplace Technology, ITV
New Zealand Trade & Enterprise

Building problem-solving capability across 50+ fast-growth companies.

Alicia designed and led a global programme that built problem-solving and innovation mindsets and capabilities into a portfolio of 50+ fast-growth companies as they scaled internationally, coaching teams across the Americas, Asia, Australia and Europe. It became core to how those companies approached their global expansion.

BP Pulse

A transformation that moved the numbers.

Alicia led the design of an 18-month digital customer strategy and roadmap, designed in just six weeks, embedding agile ways of working so momentum held, with the business projected to grow 630% year-on-year off the back of it. The work was shortlisted for the Women in Tech awards.

What leaders say

Change they'd been putting off for years, done properly.

Leaders I've worked with across mergers, restructures and rapid growth, in engagements of all shapes and sizes.

"The Future Kind supported us during one of the biggest changes in our startup's history. Their adaptability, relationship-building and tailored approach make them an invaluable partner for any organisation navigating mergers, cultural integration and rapid growth. They took the time to build a deep understanding of our unique working dynamics, enabling them to align ambitions within our leadership team, and develop a people-first, high-performing, international culture that is now upheld by our Culture Champion community which they helped establish."

Katie Swannell-GibbsUK CEO, Cognition

"We were all totally blown away. I did not realise going into the process that we were going to come out with a semi-populated blueprint for our future. It really is incredibly comprehensive, and the time that you have taken to make it us, which has really brought a big smile to my face, and the detail that has gone into this process has far surpassed what I had imagined the outcomes to be."

Jaye CowleFounder and CEO, Launch

"We couldn't have achieved what we did without working with The Future Kind Collective. They supported us through one of the biggest changes in Insights' 20 year history. Their collaborative, engaging and culture-led approach supported our leadership teams to understand the change and the impact on their teams. They set our leaders up for success from the beginning so that they could role model the change that we wanted to achieve. In addition, they made sure that this change would have a sustainable and lasting impact, and wasn't a short lived idea."

Alison SamsHead of Marketing, Insights
On stage

A recognised voice on AI, culture and the future of how we work.

Alicia Grimes on the main stage at Web Summit
Main stage, Web Summit
Alicia Grimes speaking to a seated audience
Speaking on people, change and technology

Start the conversation.

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