Grounded in real organisational work
Our approach has been shaped through hands-on experience leading and supporting complex operational change.
Where this work has been applied
Operational performance and flow
Redesigning how work moves through teams and functions under pressure.Workstream and strategy execution
Creating clarity between intent and execution, especially in complex environments.Leadership and capability
Supporting leaders to shift from escalation management to system stewardship.
EXAMPLES
Rather than exhaustive case studies, we focus on work that demonstrates sustained change, not surface improvement. Below are high-level examples of real-life, operational change that JSL has designed and executed.
Case study 2
Redesigning execution across complex workstreams
Context
A multi-workstream initiative was struggling to convert strategy into delivery. Progress was difficult to track, priorities shifted frequently, and teams lacked a shared view of success.
What we saw
The challenge was not strategy quality but execution design. Workstreams were loosely connected, decision rights were unclear, and reporting focused on activity rather than progress.
What changed
We redesigned the structure around how work needed to interact, clarified ownership across streams, and introduced a simple cadence that surfaced risks early without increasing reporting burden.
Outcome
Improved alignment between intent and execution
Clearer decision-making across workstreams
Greater confidence in delivery without additional overhead
Case study 1
Restoring clarity in a stretched operational function
Context
A large operational team was under sustained pressure. Performance targets were being met inconsistently, escalations were frequent, and leaders were deeply involved in day-to-day issue resolution.
What we saw
The issue was not effort or capability. People were compensating for unclear ownership, fragmented workstreams, and an operating rhythm that obscured what actually mattered.
What changed
We diagnosed how work flowed end to end and redesigned ownership, decision points, and review mechanisms. This created clarity on what sat where and reduced dependency on informal escalation.
Outcome
Fewer interruptions to leadership
Clearer accountability at team level
More predictable performance under pressure
Case study 3
Shifting leaders from firefighting to system stewardship
Context
Senior leaders were heavily involved in resolving operational issues. Despite experience and commitment, they felt pulled into detail and unable to focus on longer-term improvement.
What we saw
Escalation had become the default problem-solving mechanism. This masked design weaknesses and reinforced dependence on individual leaders rather than the system. It worked but it didn’t function.
What changed
We worked with leaders to identify where the system was creating avoidable demand, clarified boundaries between decision levels, and redesigned feedback loops to surface learning earlier.
Outcome
Reduced escalation volume
Greater leadership capacity for strategic work
A shift from reactive intervention to deliberate system design
These examples reflect the kind of work we do: focused on clarity, sustainability, and outcomes that hold over time.
Further detail can be shared in conversation, where context matters for your organisation.
LET’S TALK
You’ve seen how we think, how we work, and how this approach has been applied in practice.
If you’d like to explore how it could help in your organisation, the next step is a conversation.