This presentation provides some background about Chrysalis Consulting, how we came about and what we do. You will also find some brief case study examples outlining just some of our skills, knowledge and expertise. To find out more you can contact us at mail@chrysalis-consulting.co.uk.

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.
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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
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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
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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.
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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
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8. Tribal Leadership
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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.
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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%.
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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
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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.
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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.
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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
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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.
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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
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17. Want To Learn More?
www.chrysalis-consulting.co.uk
01733 865026
mail@chrysalis-consulting.co.uk