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Consulting

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Aronagh is an independent management consultancy. We specialise in complex change:
 helping you clearly articulate your vision, and
pin point the underlying cultural, behavioural
and process patterns required to make this
vision a reality,
 picking out those key threads or patterns
where interventions and change will make
the biggest impact,
 designing and setting up a change
programme with you that will give you
sustainable and evolving results fast,
 supporting you throughout the change
programme with practical and hands-on
leadership, input, facilitation and action.
We provide consultancy, training, coaching and facilitation. We work locally and internationally, and thrive
in culturally diverse and challenging environments.
Aronagh’s Consulting Services
People & Culture 4
Case Study: A Media Technology Company 6
Organisation Design 8
Case Study: A major global UK charity 10
Business Transformation & Change 11
Case Study: A UK financial institution 12
Data Governance 13
Case Study: A global enzyme manufacturer 14
“Change your behaviour - change your World”
For further information, contact us: info@aronagh.com or +44 845 900 5754.

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How we work
We know people are what makes or breaks successful change. Therefore, people are at the heart of
what we do and what we offer. We welcome resistance and conflict, as once they are out in the open
and a non-judgemental space; we can find a solution that works. We also believe in engaging as many
people as needed in your organisation, and leaving you with the skills, capabilities to lead, and delivery
successful change in the future.
We work in partnership with our clients, a partnership built on honesty, integrity, and trust. When
something is not working, we will tell you and expect you to do the same.
We believe in flexibility and creating choice. This means we make sure we hold the bigger picture in the
background at all times, whilst we work on the details or any current issues together. Everything we do
has clear links to that bigger picture. By bigger picture we mean ecology – your vision, the solution and
our interventions need to work in a changing world and need to be capable of evolving with external and
other internal changes.
We only do what is necessary and what we know will work. Yes, sometimes we will suggest doing
something that has not been done ‘like this’ before. It may appear innovative and different, and we will
do this because we know it will work for you and your organisation culture.
Benefits of working with us:
 Quick and sustainable results,
 Solution and outcomes that work and are flexible
to evolve with changing business environments,
 Increased and embodied change skills and
capabilities for leaders and staff we engage with,
 Re-usable methodology, templates and
approaches,
 We deliver on outcomes, rather than day rates,
 Flexible approach tailored to your unique
circumstances, culture, values and desired
outcomes.
What we bring:
 Unique experience: global, multi-cultural, multi-industry, multi-business process and 15+ years
change management and transformation,
 Flexible approach combining consultancy, training, coaching, and facilitation,
 Combination of tried and tested consulting methodologies supercharged by influences from
different modalities – including neuro-linguistic programming, neuroscience, energetics, martial
arts, somatics.
 We work through your own people, as we believe that expertise needs to organically build and stay
in your own organisation.

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People & Culture
At the heart of an organisation’s success are its people;
and how they consistently behave internally and
externally.
Organisational culture is about behavioural styles and
patterns – some are brought into the organisation by
people’s behavioural preferences, social and legal
conventions; organisational hierarchy, procedures, and
rules create others.
Although culture is key to an organisation’s success and
growth, it is often left to chance, or - if addressed - there can be a lack of consistent follow-through, or
the focus is on fire fighting symptoms rather than root cause.
Successful people & culture change covers the following:
Full alignment between organisational vision, growth targets, employee promise and customer
promise, with cultural patterns and behavioural styles required to make these happen across the
organisation,
Removing conflicts between vision, values, desired culture and current organisation structure,
processes, procedures, incentives, and rules,
Seamless alignment between Human Resources and Line, making employer actions consistent with
stated values and the employee promise,
Culture and desired behavioural patterns are embedded throughout the employee lifecycle, from the
wording in recruitment ads, role descriptions, and individual’s objectives to how line managers
conduct an appraisal and how leaders engage with staff,
Organisational culture needs to contain an element of flexibility to adapt to changing business
environments and market demands.
What our clients are saying:
“Bettina’s passion and intensity makes working with her very rewarding; she is not afraid to ‘cut to
the chase’; the sessions very quickly provoke thought, debate, and ultimately positive change.
Approachable and yet not afraid to challenge perceptions she created a pressure relief value
within the firm at a crucial time allowing us to home in on latent issues of concern which if not
addressed would have caused us significant trouble down the road.”
R.I., Chief Technology Officer, Media Technology Company
Our approach to People & Culture Change has five core elements:
Consistency & Alignment- end-to-end and top down
Organic evolution through tweaks rather than a change Tsunami
Flexibility & Adaptability
Focus on the difference that makes the difference
Engagement & Embodiment

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People & Culture
Our Services:
Culture Change
We help you to identify actual values, underlying, tacit
behavioural patterns, and conflicts whilst we work with you to
develop the cultural parameters you wish to establish. Using
a combination of consultancy, training and coaching we help
you to implement the culture changes where they will have
the biggest impact, fast.
Employer Brand & Employee Engagement
We quickly establish with you where you current employer
brand and engagement approach are now working for you,
and help you make fast acting and impactful alignments
where they give you the greatest benefit.
People Strategy
We provide health checks of current people strategy, identify strengths, gaps, risks and challenges, and
support you in developing a comprehensive people strategy including a detailed, cost effective
implementation roadmap. We work with HR departments and business department heads to articulate a
benefits-driven people strategy that supports their unique departmental cultures and challenges.
HR Process Review & Improvement
We conduct a deep dive business process analysis; identify breakdowns, hot spots, wasted effort and
improvement areas. We consider the end-to-end process flow and connections to other processes. We
have significant process mapping and process re-engineering expertise, supported by a strong process
design methodology. Whilst we understand and have worked with the full range of HR processes, we
have a strong specialism in recruitment, performance management and HR back office processes.
We also offer: Organisational Development Services and People & Culture training and workshops.
To discuss your requirements or find out more, contact us here.
People & Culture Case Study– A Global Media Technology Company
In preparation for anticipated exponential growth, a
global media technology company required a shift
in culture and a new, flexible organisation structure
with supporting people processes. In this three month
engagement, Aronagh’s Bettina Pickering helped the
board and senior team to design and implement the
new organisation structure, growth-orientated and
scalable people processes, robust HR practices and
an NLP-based leadership development training
which provided a strong foundation for growth and
enhanced cross company communication. Read more

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People & Culture Case Study – A Media Technology Company
Background
To enable the anticipated growth in turnover this fast
growing global media technology company needed to
prepare for a quadrupling of their staff numbers within
the next four years. The expected exponential growth
required a shift in global culture, a different and flexible
global organisation structure, a streamlining and
enhancement of current HR processes, especially
recruitment and performance management, and
leadership development of the organisation’s people
managers.
Aronagh’s Bettina Pickering worked in close partnership with the company’s CEO, COO and CTO and
their senior team, helping them to design and implement the new global organisation, supporting HR
processes and practices, cultural baseline and leadership development interventions and training, whilst
matching the client organisation’s core values of excellence, innovation and speed.
The engagement was completed within a three months’ timeframe using a flexible approach that drew
on insights and techniques from executive coaching, NLP, organisation design, culture change,
leadership development, process improvement, and people management.
Key activities and outcomes
designed and facilitated initial workshops with core board members that identified current and
desired values and cultural traits of the organisation, and the key strategic activities required to
transition the culture from current to desired state
carried out culture interviews with staff in UK and US clarifying staff values and expectations that fed
into the design of the new organisation, the HR processes and leadership development training
supported the board in the design and implementation of the new and flexible global organisation
structure
reviewed and developed core and coherent global people lifecycle processes and procedures, role
descriptions, the organisation’s core competency matrix, and interview guides for recruitment based
on the desired cultural value and traits
supported the engagement and briefing of new recruitment agency partners, and conducted a
number of candidate interviews for specific roles ensuring coherence of message
developed and delivered leadership and people manager development workshops based on NLP
(Neuro-linguistic Programming), coaching and people management concepts that helped managers
to improve their effectiveness in managing staff performance and development
design and delivery core business scenarios workshops to bring the new organisation chart to life,
capture tacit cross company process knowledge and improve cross departmental communication
provided executive coaching support throughout the engagement helping board members and
managers gain clarity, perspective and new choices for specific issues.

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People & Culture: Case Study – A Media Technology Company
Client Testimonial of Benefits
“[Our company] gained tremendously from our work with Bettina and Aronagh, specifically the
mission was to put together a framework that would allow us make the transition from oversized
start-up to billion dollar business and be able to cope with an expected 10x scale up in head
count.
The trick was that the “secret sauce” of our success was based upon our flat agile structure,
organically cultivated and something that we did not want to change. However, we were realistic
in that such a structure would not scale indefinitely and so something needed to be done.
Bettina’s work helped us to formally define our culture and values and put together training
materials that would allow these to persist as the firm grew and coaching via osmosis was no
longer an option. In addition, Bettina ran training sessions for the senior team members bringing
the insights of NLP into scope and showing how perception is not always intuitive, especially within
the fast moving, multi-tasking and global world of a firm like ours.
The lasting legacy of her work is a testament to its value and something that we continue to build
upon to this day.”
Co-Founder & CTO, Global Media Technology Company
(Names withheld for confidentiality reasons. Contact Aronagh here for a named reference)

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Organisation Design
There are three critical components to organisation
design:
1. Clear design principles
These are drawn from a variety of sources to ensure
they reflect the interconnectivity and needs of
different organisational stakeholder groups. Sources
include: business vision, business strategy,
customer promise, employee promise, market
demands.
Defining design principles often results in a re-
interpretation and re-definition of strategy leading to extended clarity and understanding across the
organisation how each individual contributes to the organisations purpose. Fully defined design
principles can also form the basis of the organisation’s or department’s balanced scorecard.
2. Coherent and ecological business modelling
We design the high-level business architecture – organisation, culture, process, systems model – to
support the design principles whilst taking the interplay of the different elements into account. At
business model stage, we provide a number of options with supporting business case, benefits and
risks to ensure committed decision making.
3. Deep dive practical operating model design and roadmap of change
For the chosen business model we support you in designing the detailed operating model – the nuts
and bolts, the whats, whos, hows, whens, wheres and what ifs – and prepare a practical roadmap
of change, for a step by step implementation. We also help you develop your engagement and
change leadership approach so that your new operating model fulfils your expectations.
Inspirational Quote
I believe that the capacity that any organization needs is for leadership to
appear anywhere it is needed, when it is needed. Margaret J. Wheatley
Aronagh’s Organisation Design approach:
 is balanced between tangible, hard measures with softer, intuitive concepts,
 covers all organisational elements and their interplay and dependencies: people, capabilities,
culture, structure, processes and systems,
 includes ecology – contextual drivers, constraints and dynamics - in design principles thus ensuring
the resulting business or operating model is agile and can evolve,
 ensures alignment with the organisation’s vision and purpose, its customer and employee promises,
 enables top team commitment through its facilitative & accelerated decision making processes and
inbuilt engagement and leadership principles.

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Organisation Design
Our Services:
Organisation Development Maturity Assessment
This assessment covers all aspects of organisational
development and ability to respond to change and challenges.
It provides a clear overview of your organisation’s
organisational development maturity, highlights key gaps,
areas of wasted resources and immediate areas for
improvement.
The OD assessment is a useful input for the development of
the five year people strategy, the annual HR budget or if you
wish to make significant improvements to the people side of
your organisation.
Organisation Design & Delivery
This service includes design & implementation support of:
a full business model alignment from vision/strategy,
brand, values, leadership to operating model &
environment,
a new business, business unit or departmental operating
model including all of its components,
the end to end employee lifecycle from vacancy
identification via recruitment to retention/L&D,
a job catalogue, job sizing, pay scales, role profiles,
competency matrix, including performance processes,
Check out our people & culture services. Call or e-mail us to discuss your specific requirements.
Organisational Design Case Study: A major global charity
To sustain and support the successful growth of its
Institutional Funding portfolio in a changing funding
and donor landscape, The charity needed to adapt
its business model for Institutional Funding. Aronagh
supported the Institutional Funding Programme in
designing a high-level new Institutional Funding
operating model including capabilities, roles, and
core processes. Aronagh provided input to the option
assessment and the business case, and developed
an implementation roadmap and process for the next
phases of the Programme.

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Organisational Design Case Study: A major global charity
Background
After significant growth of the charity’s Institutional
Funding over the last years coupled with the changing
funding and donor landscape, the charity wished to
adapts its Institutional Funding business model to
ensure continued and sustainable growth in funding
through institutions, whilst maintain its outstanding
programme delivery track record.
To do this, the charity commissioned a six-month
programme to clearly understand challenges of the
current grants model, identify business model options
for Institutional Funding acquisitions and subsequent successful delivery, build a business case, and
develop a new business operating model design for the preferred option.
Aronagh’s Bettina Pickering supported the charity’s Institutional Funding Programme providing
Organisation Design and Change Management expertise, in addition to supporting the financial
modelling work, in a short 2-months timeframe to ensure decision deadlines for the leadership could be
met effectively.
Key activities and outcomes
Aronagh's contribution to the overall Institutional Funding Programme was:
Provided the organisation design methodology for the new business model,
Identified and articulated key design principles for the new business operating model based on
the organisation’s strategic objectives, values and external performance measures,
Designed the new business operating model including capabilities, competencies, roles, and
high-level balanced scorecard,
Gave input to the business case development and the option assessment,
Provided recommendations, and the roadmap and process for implementation including a
detailed programme plan.
The leadership team accepted the proposed Institutional Funding business model and benefits case;
and awarded the programme the requested funds to proceed with the implementation.
Client Testimonial of Benefits
Bettina [Pickering] displayed excellent business analysis skills and was able to advise us on both
process and approach. This approach was very effective for a key business model and strategy
programme which had Director , CFO and CEO level input. Bettina’s breadth of experience and skills
(from financial accounting and analysis, business process design through to human resource
management and organisation development) was of huge benefit to us. She was also able to fill
business resource and knowledge skills very effectively. Bettina’s people skills provided a solid
platform to ensure delivery with a new team who worked under pressure. Bettina has great
communication and facilitation skills plus the ability to coach people effortlessly (sometimes they are
hardly aware of the coaching they are receiving).
Interim Head of Institutional Funding, Major Global UK Charity
(Names withheld for confidentiality reasons. Contact Aronagh for a named reference)

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Business Transformation & Change
Too many change programmes fail or deliver
significantly below expectations (time, cost, outcomes)
because of
 poor executive leadership and sponsorship –
lack of capabilities, too many other fires to put out,
hidden or unspoken conflicts at senior levels,
limiting beliefs, or just apathy and blind hope that it
will all work out somehow;
 lack of employee involvement – staff who need
to be involved are not, unnecessary secrets are
kept or information not released for fear of having
to take action;
 ineffective change agents - lack of change skills, lack of change practice, too much on their plate
or simply the wrong people;
 inflexible and incomplete solution - forgetting the elephants in the room: the change that is
required & that changes is happening all around the solution, all the time;
 haphazard or inappropriate change approach – either too little and too ad hoc or overly formalised
box ticking rather than doing the change, lack of investment in what really matters.
These five elements are also those ones companies regularly exclude, skimp on, or simply do not know
how to tackle – even in the smallest change initiatives.
Inspirational Quote
“If you do not change direction, you may end up where you are heading.” Lao Tzu
Aronagh’s approach to programme and change management
 puts people at the centre – people, what they believe and how they behave, is what creates and
sustains successful outcomes, not systems, processes or structures, they can only support or
enable, nothing more.
 focusses on what matters - leadership commitment and capabilities, unveils the elephants in the
room: cultural blockages, hidden conflicts, and being truthful about reality, embodied change skills
where they are needed, clarity of vision and direction, engaging staff in the dialogue not just
communicating.
 gets results quickly - we cut to the chase, and only use interventions that will make an impact, fast
or will provide the structures for change to happen from day 1 and allow it to evolve organically.
 ensures sustainable outcomes - outcomes that continuously adapt and evolve with changes in
business environment, changing markets, changes in business direction and change in people
internally.
 flexible change approach - combining consultancy, training, coaching and facilitation, and applying
whatever is needed when it is needed, underpinned by a powerful change methodology that asks
the right questions at the right time, provides the necessary structure and discipline and include
those usually neglected aspects of change.

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Business Transformation & Change
Our Services:
Change Maturity Health Check
Prevent change programme failure or disappointment
through this assessment of your organisation’s change
capabilities, cultural parameters, bandwidth, appetite,
and commitment.
We identify strengths, gaps and risks, and provide
practical recommendations on how to harness your
strengths better, fill the gaps and mitigate the risks
based on your specific organisational culture,
challenges and business environment.
Change Management Capability Development
One of key reasons why change programmes fail or deliver below expectations is lack of change
management or business transformation experience, knowledge and absence of a comprehensive and
coherent methodology.
Using consultancy interventions, training and team coaching, we help your leaders, change agents and
programme/project team members develop powerful and embodied change capabilities. We also make
sure that any inherent change blockers - e.g. certain procedures, value incongruences, process gaps -
are transformed within your organisation, and any underlying cultural patterns that prevent or erode
change results are addressed.
Transformative Change Programme Design & Delivery
We provide consultancy support for your business transformation or change programme from start to
finish, including: visioning, case for change, programme set up and programme management, benefits
management, risk management, stakeholder management, communication and training, process re-
engineering, operating model design and programme/project transition.
We have expertise working with pure people change programmes and IT-enabled change programmes
including shared services and outsourcing.
Check out our related services: People & Culture and Organisational Development.
Business Transformation & Change: Case Study – A UK Financial Services Institution
[Aronagh’s] Bettina [Pickering] was brought in to set up a
change programme and deliver a new target operating
model for the [client’s] back office functions.
Within three months, she built a programme team, set up
programme governance and communication and helped the
division heads to turn the initial high-level organisation design
into detailed designs and effect the transition to the new
model.

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Data Governance
Data is an organisation’s second most important
asset, after its people.
Although data governance often does not make
onto the board’s primary agenda, it should do.
Data related mistakes, missed opportunities, break-
downs and leakages cause signficant, recurring
and – often - hidden costs. These costs are not only
financial, they also include erosion of reputation,
customer dissatisfaction and wasted effort.
The key reasons why data governance does not
work are:
 Lack of clarity of purpose – when it is not clear why data are being collected and what their
definition and purpose is, it is almost impossible to design aligned systems, reporting, processes and
governance around them, especially in a global organisation. This causes misunderstandings,
delays, duplication, mushrooming reports and omissions.
 Small picture thinking - the bigger picture – the organisation wide, cross-functional connection
between data – is often not taken into account, which causes errors and breakdowns. Often this is
due to a lack of end-to-end process expertise and awareness with regard to data. Roles of data
stewards are also not assigned cross-functionally.
 Culture not taken into account – people make or break data governance. If people do not
understand or follow the rules or support the organisation’s desired values around data, no data
governance arrangements will be successful and deliver the desired results. Any data governance
operating model must be designed such that it is supported and enhanced by the organisation’s
culture or culture change has to go hand in hand with the data governance implementation.
 Absence of consistent focus – data fires are fought, and then the focus shifts to something more
‘exciting’. However, the trick to data governance to make it consistent and habitual. When it’s not
embedded and automated where it has the biggest impact, data governance is usually an uphill
battle.
 Inflexible and cumbersome governance arrangements – data governance arrangements are
overly bureaucratic, unrealistic, or too far away from the real business and value creating processes.
Governance processes be they to agree or to follow data rules can be manual, out of date and time-
consuming.
When data governance works, it not only removes these hidden costs from bottom line, it also contributes
to increased productivity, less organisational fire-fighting, growing intellectual capital and innovation.
Key elements of successful data governance are:
 Absolute clarity of purpose for crucial data objects and information clusters
 Cross-functional data governance mandate, roles and processes
 Embedded in the organisation – in processes, systems, culture and value system
 Consistent and automated focus, which is measured and reported on periodically
 Data governance proactively and transparently contributes to the organisations vision and value
creation processes

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Data Governance
Our Services:
Data Governance Maturity Health Check
Data issues? Suffering from costly data mistakes
or process break-downs?
Our data governance maturity health check
provides you with a snap shot of where you are
right now, and what is working and not working
for you. It identifies key strengths, weaknesses
and risks, and provides you with practical
recommendations to significantly improve your
data governance and raise your maturity levels.
Data Governance Design & Delivery
We help you develop your data & information vision, your data strategy and a sound benefits case. After
a quick current state analysis, we assist you in designing a practical data governance operating model
including organisation design, roles, competencies, capabilities, processes, and performance measures.
We support the implementation and cultural change required to ensure your data vision delivers for you,
and costly data related issues are sustainably resolved.
Data Management & Transformation
Aronagh collaborates with Quorum Consulting, a Digital Transformation & Business Systems
Consultancy, for Data Management Services in Europe, and is therefore able to offer the full breadth of
data management services.
Data Governance Case Study: A global enzymes manufacturer
Novozymes recognised the need for global data
governance to improve data quality and reduce data
conflicts across functional silos. After Quorum’s initial
review, Novozymes decided to build the foundations of
sustainable., global data quality efficiency. Quorum
helped Novozymes to set up the MDM project, carry
out a deep-dive as-is analysis, design scalable data
governance, and develop a Novozymes data
management methodology underpinned by the end-
to-end governance implementation of the Vendor
data object as a pilot. Read more.
Aronagh collaborated with Quorum Consulting for this engagement..

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The Team
Our consulting team, led by Bettina Pickering, is drawn from diverse backgrounds and are selected
based on best fit with the client organisation and your requirements. For more information on our
consultants visit: www.aronagh.com/our-team and associations: www.aronagh.com/about
Aronagh’s Lead Consultant: Bettina Pickering
Bettina is an experienced management consultant with more than 15
years’ experience in consulting. Before founding Aronagh in 2010,
Bettina enjoyed 13 years as a Management Consultant, Change
Facilitator and Internal Trainer and Coach at PA Consulting Group
leading and delivering 50+ engagements in complex, culturally diverse
and fast changing environments across numerous sectors, both private
and public.
She focused on people and culture change, business transformation,
organisation design and performance management. Bettina’s clients
included Arthur D. Little, BP, Clifford Chance, CQC, Department of
Health, Ericsson, Financial Services Authority, KPMG, MAN Diesel,
Philips, Royal Mail and a Strategic Health Authority.
Bettina’s qualifications include: MSc Production Engineering, MBA, Prince II, NLP Trainer for Business
& Coaching, Qi Gong Teacher for a number of health, martial and medical Qi Gong systems,
Practitioner Coach, Clean Language & Symbolic Modelling.
Other Aronagh services
Aronagh provides the following services through in-house or associate expertise:
Coaching & Mentoring. We provide executive & life coaching, and business mentoring. Our focus is
on leadership, performance, career and resilience/wellbeing. The type of coaching we offer tends to
be transformational resulting in significant business or life changes.
Training development and delivery. We provide a number of training programmes and workshops
that can be tailored to your business’s needs: Leadership & Team Development, Culture & Change,
Innovation & Creativity, Resilience & WellBeing, Customer Service & Sales, NLP. We have
developed in-house courses and programmes for our clients.
Facilitation of Team Events and Motivational Speaking. Our team event facilitation is focused on
enhancing team cohesion, team building and effecting behavioural change in teams.
To request a proposal or further information,
contact us:
t: +44 845 900 5754 (UK)
+353 834 489 245 (IRL)
e: info@aronagh.com
w: www.aronagh.com