Organisational Development and Workforce Resilience: A continuous business challenge

Cees Van Der Vlugt


Subscribe Contact us

Authors


The Current Climate


In periods of unrest and financial turbulence, there is a significant gap between companies that build resilience and those who rely on outdated structures based on yesterday’s markets.


We believe that it is a mistake to view your Organisational Development as a process used primarily to prop up internal business structures. These structures have usually evolved to meet current demands, and they have often have become static.


‘Static’ here means that your current structures represent the past and present only. In today’s climate, this is a risk to future growth —particularly to an organisation’s ability to adapt to change.


If your current internal structures and culture react to change using this present-past organisational footprint, there will be a variety of issues when you invest in business transformation.


We have found a variety of reasons why organisations use a ‘current model’ as a design choice:


  • They have been successful with their current organisational footprint, so why change anything
  • Putting the workforce through a change process is ‘painful’, so they see what can be done without too much disruption
  • There is a lack of understanding around how organisational capability can drive innovative solutions in the marketplace
  • The costs of the current organisational structure are a stumbling block to change. Current costs are known, new structures are assumed to be more expensive
Cartoon of man running

Consequences of the ‘Current Model’ for Organisational Change


Organisations are increasingly facing business challenges from rapidly changing market conditions, globalisation, and pressure from shorter Go-to-Market cycles for new products and services. 


Businesses don’t always have the relevant data analytics to understand new trends or changing consumer behaviour —leading to obsolete products and ‘burning’ working capital.


We offer a solution with our Organisational Design Process combined with tools to measure Workforce Resilience. By establishing the readiness for organisational change, in your workforce, culture and internal structures, we can help you plan for a successful and competitive future.

Cartoon of man with superhero shadow

Your Priority is your People


Before embarking on organisational design projects it is essential to understand your Business Challenges and People Challenges.


We see projects fail because so often the ‘People Factor’ becomes an afterthought. Companies start a complex transformation with no benchmark for the change readiness of their workforce. 


They sometimes start with estimates to completion that are a guess or idealistic hope at best. An evidence-based understanding of the work resilience of your workforce supports your board decisions; providing better accuracy for the expected level of success and timescales. 


Why is Workforce Resilience so Important?


Work­force re­si­li­ence is a huge factor in any large-scale busi­ness transform­a­tion. If you don’t en­sure re­si­li­ence is high enough be­fore business trans­form­a­tion the out­comes will include: 


  • Di­sen­ga­ge­ment
  • Project fail­ure
  • De­lays
  • Change fa­tigue
  • Lack of con­sis­ten­cy in man­age­ment styles
  • Siloed teams, poor com­mu­ni­ca­tion and con­flict be­tween dif­fer­ent skillsets and ap­proach­es
Cartoon of man running on fire

Our Evidence-based Workforce Resilience Solution


Our solution always starts with diagnosing the mental state and level of resilience of your workforce. This starting point is essential to understand the change readiness of your organisation and it gives a clear indication of any organisational limitations that can frustrate the full success of your change initiative. It prepares you for the initial work that must be completed before beginning organisational change.


Cambridge MC and Aura: Creating a Workforce Resilience Consultancy Platform


We use AURA, a comprehensive assessment tool to help the leadership team make informed change management decisions. AURA will help you uncover pain points at the level of individuals and teams. This data feeds into to a targeted action plan to mitigate risk and improve wellbeing.


The advantages of AURA:


  • Combines psychometric assessment design principles with real-world experiences of burnout symptoms
  • Measures 93 symptoms across 5 dimensions of resilience; plotting a scale from full resilience to burnout crisis
  • Enables profiling of organisations, teams and individuals to target actions for maximum impact
  • Online reporting: evaluating the data from different angles to highlight practical actions
  • Empowers teams to build healthier work environments
  • Provides benchmarking data for your company. This allows you to compare your baseline with industry equivalents; or you can benchmark similar functions with your industry equivalents
Cartoon of man listening to team

Benefits of our Approach and Solution


Our consultancy platform will give your board the necessary ‘hidden’ information to put in place a realistic strategy for change management.


Our approach ensures:

  • Con­sist­ent man­age­ment styles and mes­saging: one face and one voice for the or­gan­isa­tion
  • The in­fra­struc­ture and skills needed to man­age a work­force during a peri­od of fast growth 
  • A high-per­form­ance cul­ture - we con­sider men­tal health and re­si­li­ence when plan­ning digi­tal trans­form­a­tion (giv­en the rap­id shift to re­mote work­ing this is even more pres­ci­ent in the cur­rent cli­mate) 
  • A more ac­cur­ate timeline for your trans­form­a­tion 
  • A holistic HR function. HR is gen­er­ally poorly rep­res­en­ted in the boardroom; this is to the detriment of cor­por­ate cul­ture. HR is gen­er­ally tac­tic­al, but we want to make it cent­ral to all opera­tions
  • We don’t leave you with just a plan. We check in with you on a reg­u­lar basis to see how things are go­ing. We then provide a fi­nal ana­lys­is of your pro­gress, usu­ally 6 months after our ini­tial engagement.


Benefits of our Approach and solution


If you want to find out more about our unique approach to organisational change - including bringing HR functions into boardroom discussion, workforce resilience and change readiness analytics and achieving consistency in management styles and communication across your business then please get in touch with our
Head of Human Capital Management - Cees van der Vlugt.


About Us


Cambridge Management Consulting (Cambridge MC) is an international consulting firm that helps companies of all sizes have a better impact on the world. Founded in Cambridge, UK, initially to help the start-up community, Cambridge MC has grown to over 200 consultants working on projects in 25 countries. Our capabilities focus on supporting the private and public sector with their people, process and digital technology challenges.


What makes Cambridge Management Consulting unique is that it doesn’t employ consultants – only senior executives with real industry or government experience and the skills to advise their clients from a place of true credibility. Our team strives to have a highly positive impact on all the organisations they serve. We are confident there is no business or enterprise that we cannot help transform for the better.


Cambridge Management Consulting has offices or legal entities in Cambridge, London, New York, Paris, Dubai, Singapore and Helsinki, with further expansion planned in future. 


Find out more about our people services and full list of capabilities.

Subscribe to our Newsletter

Blog Subscribe

SHARE CONTENT

Pembroke College lawn bathed in sunlight
by Tim Passingham 12 March 2026
CAMBRIDGE | See how Cambridge MC and Pembroke College are creating mutual value through a unique corporate partnership spanning student opportunities, academic collaboration and industry events | READ FULL CASE STUDY
Neon sharks made out of code.
by Simon Crimp 9 March 2026
Cyber Security | Ransomware in 2026 is a board-level resilience issue. Learn the key risks, weak spots and practical questions boards should ask to improve readiness, recovery and response.
The Top 21.2026 at the awards event in Cambridge, UK.
6 March 2026
The #21toWatch Top21.2026 winners have been announced at an awards ceremony at The Glasshouse innovation hub in Cambridge.
Asian business woman near a long window and looking at a tablet.
by Arianna Mortali 6 March 2026
BLOG | A student’s perspective on why women shouldn’t have to ‘play masculine’ to succeed at work – and how valuing empathy, confidence and inclusive leadership can help close gender gaps and build healthier organisations.
Abstract squiggle of circles
by Simon Crimp 19 February 2026
Where should leaders start with AI in 2026? A practical guide to moving beyond pilots, clarifying risk appetite, strengthening governance, improving data readiness, and delivering measurable enterprise value from AI at scale | READ FULL ARTICLE
Close up of a data centre stack with ports and wires visible
12 February 2026
We were approached by one of the fastest growing data centre providers in Europe. With over 20 data centres throughout the continent, they are consistently meeting the need for scalable, high-performance infrastructure. Despite this, a key data centre in Scandinavia had become reliant on a single, non-redundant 1 Gbps internet service from a local provider, posing significant risks to operational continuity. To enhance the reliability of its network and resolve these risks, our client needed to establish additional connectivity paths to ensure the redundancy of its infrastructure. The Ask Cambridge Management Consulting was engaged to address these connectivity challenges by identifying and evaluating potential vendors and infrastructure options to create second and third connectivity paths. This involved exploring various types of connectivity, including internet access, point-to-point capacity, wavelengths, and dark fibre. Additionally, Cambridge MC was asked to provide recommendations for building a local fibre network around the data centre to control and maintain diverse paths. This would allow the data centre to connect directly to nearby points of presence (PoPs) and reduce dependency on external providers, thereby enhancing network resilience and operational control. The goal of this project was to ensure that the Nordic data centre could maintain continuous operations even in the event of a failure in the primary connection. Approach & Skills Cambridge MC approached the project with a focus on ensuring operational continuity and resilience for the data centre. By identifying multiple connectivity paths, we aimed to mitigate the risk of network failures and ensure that the data centre could maintain continuous operations even in the event of a failure in the primary connection. This approach allowed Cambridge MC to provide a comprehensive solution to address both immediate and long-term connectivity needs. We employed a combination of Agile and Waterfall methodologies to manage the project. The initial investigative phase allowed a Waterfall approach, in which our team conducted thorough research and analysis to identify potential vendors and connectivity options. This phase involved detailed interviews with various telecommunications providers and an assessment of publicly available information. Once the initial analysis was complete, the workflow transitioned to an Agile approach for the implementation phase. This allowed Cambridge MC to adapt to new information and feedback from stakeholders, ensuring that the final solution was both flexible and robust. Challenges Lack of information: One of the primary obstacles we faced was the lack of detailed network maps and information from some of the potential vendors. To overcome this, the team conducted extensive interviews with contacts at these companies and leveraged its existing network of industry contacts to gather as much information as possible. Remote location: Another challenge was the remote location of the data centre, which limited the availability of local infrastructure and required us to explore creative solutions for connectivity. Cambridge MC addressed this by proposing the construction of a local fibre network around the data centre, which would allow for greater control and flexibility in connecting to nearby PoPs. Fragmented factors: Additionally, coordinating with multiple vendors and ensuring that their services could be integrated seamlessly posed a logistical challenge. We mitigated this by recommending a phased approach to implementation, starting with the most critical connectivity paths and gradually expanding to include additional options. Outcomes & Results Increased Connectivity: Cambridge MC successfully identified and evaluated multiple connectivity paths for the data centre. By exploring various types of connectivity, including internet access, point-to-point capacity, wavelengths, and dark fibre, we provided a comprehensive solution that significantly enhanced network resilience and reliability. Greater Control & Flexibility: Our recommendations for building a local fibre network around the data centre allowed for greater control and flexibility in connecting to nearby points of presence, ensuring continuous operations even in the event of a failure in the primary connection. New Vendors: The team’s extensive network of industry contacts and deep understanding of the regional telecommunications landscape allowed for a thorough and nuanced evaluation of potential vendors and connectivity options. Scope for Future Work: Cambridge MC identified several future developments with the potential to further enhance international connectivity and provide additional redundancy for the data centre. We also proposed further assistance, including a site visit for a more in-depth analysis of options, issuing RFI/RFP to vendors for capacity and fibre, and conducting similar connectivity studies for other candidate sites in the region.
Neon discs fading from blue to green to purple, cascading diagnolly across the screen.
by Cambridge Management Consulting 28 January 2026
Thames Freeport this week revealed the eight companies selected to participate in the Freeport’s Connectivity Lab, an initiative focused on validating commercially proven technologies in live port and logistics environments.
Aerial view of a data centre warehouse in the English countryside
by Duncan Clubb 13 January 2026
Author
by Matt Lawson 2 January 2026
Emerging as a hub for innovation, Thames Freeport is a unique initiative designed to stimulate trade and transform the lives of people in its region. Leveraging global connectivity and occupying a strategic position with intermodal capabilities across river, rail, and road, Thames Freeport has recognised its opportunity to drive economic regeneration for the local area. Thames Freeport engaged Cambridge Management Consulting to design a clear strategy for innovation over the next three to five years. Key considerations for this innovation strategy included objectives and KPIs, the future of the business ecosystem in the region, physical clusters and assets such as innovation hubs, and opportunities and challenges on the way. The Solution Working with our innovation partner, L Marks, Cambridge MC conducted an innovation strategy project which involved the following: Engaging with a range of stakeholders and partners from local authorities to corporate partners across the Thames Freeport area, leveraging interviews with key individuals to build a common picture of innovation aspirations, opportunities, and challenges. Conducting a series of workshops for the Thames Freeport team to consider visions and objectives, themes and focus areas, physical hubs and overall programme structure, and a three-year roadmap plan. Building a comprehensive innovation strategy which internalised all of the above questions. This was then presented to their board and formed the basis of the public tenders for innovation programmes that were then made public. 
More posts