Make the change land, not just the announcement
Many change initiatives fall short of their goals, and most don't fail on the plan. They fail when people don't understand the why, don't trust the message or slip back into old habits. Napica works alongside your leaders to plan, communicate and embed change so it sticks.
- What it is
- Consulting on the people side of strategy, mergers and culture change: core narrative, stakeholder mapping, communication plan, leader training and follow-through.
- Who it's for
- Executives, HR and change leads, integration teams.
- How
- As ad hoc support, on key initiatives, or as an embedded project partner.
- Where
- Australia, Asia-Pacific, Europe and the Middle East.
Where we help
Strategy implementation
There's a reason Martin Luther King said "I have a dream", not "I have a 2025 strategy". We turn a strategy on paper into something every team can explain and act on. Core narrative, leadership roadshow, initiatives and quarterly follow-up.
Example: Aarhus University's Faculty of Natural Sciences, strategy 2020–2030.Read the case →
Mergers, acquisitions and integration
Keep key people, productivity and pride through a takeover. From the first announcement to the new everyday.
Example: Arla Foods Ingredients' acquisition of a UK factory.Read the case →
Culture, purpose and values
Make values visible in decisions and behaviour, not just on posters, through micro actions, habits and success stories.
Psychosocial safety
Identify and manage psychosocial hazards, and build the leadership and communication that keep people safe.
Example: BaptistCare.Read more →
Risk and compliance as part of the story
Most people see compliance as a brake on the strategy. We connect risk and compliance to what your organisation is proud of, and train compliance, risk and audit teams to be seen as helpful challengers rather than police.
Example: Danske Bank, Group Internal Audit.Read the case →
Better decisions, faster
Proposals and board papers that give decision makers what they need, without too much or too little. Clear information flows save revision time and make it easier to say yes, or no, at the right level.
Example: Sampension, with an industrial PhD on decision making.Read the case →Sectors we know
We work mainly with organisations of 1,000 employees or more, and we know how change works in these sectors.
Government and public sector
Several of our consultants have worked inside government. We know how decisions flow, what briefs and reports need, and how politics shapes every process.
Banking, finance and pensions
Compliance, risk and conduct. Strategy, story and culture. Mergers and restructures, in organisations where many people have been there for 20 years or more.
Nykredit, Danske Bank, SampensionEnergy and utilities
Making a greener strategy credible while much of the business still runs on the old one, and involving the engineer at the faraway plant.
CitiPower and Powercor, ØrstedTechnology
Bridging hard tech, business priorities and people: agile ways of working, and strategy across teams spread over continents.
Netcompany, SimCorpPharma and life sciences
A patient-centred culture where storytelling, purpose and change pull in the same direction.
Sobi, Daiichi SankyoHealth, aged care and education
Psychosocial safety, leadership and strategy in organisations where the work is close to people.
BaptistCare, a Victorian TAFE institute, Aarhus University
Built on Napica's change flow model
Every project follows the six steps of our change flow model, from unfreezing and communicating the why to celebrating results and refreezing. We map where you are today and come in where you need us most.
Read about the model →Our process
- Set the goal and scope
- Make the plan
- Develop and deploy
- Create lasting effect and measure impact
Three ways to work with us
Ad hoc
A sparring partner for leaders and communicators when a change is coming.
Key initiatives
We take on a defined part, such as the launch, the core narrative or the leader training.
Project partner
We work alongside your team from planning to the new everyday.
Recent change projects
Arla Foods Ingredients
When Arla Foods Ingredients acquired a factory in the UK, the goal was to keep production, key people and employee satisfaction high through the integration. Napica built the core narrative, trained the integration team and senior managers, and planned the launch from first announcement to town halls and a buddy scheme. At the end of the launch, the factory had moved into Arla Foods Ingredients with trust built and key personnel on board.
Read the case →Aarhus University, Faculty of Natural Sciences
A new faculty with seven departments and a new dean needed a shared identity and a strategy for 2020–2030. Napica ran the strategy process, from kick-off seminar to focus groups and a professor workshop, and built the core narrative and the implementation plan.
Read the case →Start with your leaders
Many projects start with a training program. Leaders learn the model on their own change, and we continue together on the change itself.
See training programs →Frequently asked questions
When should we bring you in?
Ideally before the change is announced, while there's still time to plan the why and the launch. But we also help when a change has stalled.
Do you replace our communications team?
No. We work alongside your communications, HR and project teams, and leave them with tools they can keep using.
How is a project priced?
We give you a fixed proposal after a scoping conversation, based on the phases and the size of the organisation.
Do you work outside Australia?
Yes. We've run change projects in Australia, Europe and the Middle East.
Facing a change your people need to get behind?
Tell us what's changing. In 30 minutes we'll tell you where we'd start.
Prefer email? contact_ap@napica.com
Napica ApS is the parent company of Rhetorica, communication and rhetorical training.