The Taft Group THE TAFT GROUP
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Make transformation perform.

The Taft Group helps organizations translate complex transformation into measurable business performance by aligning leadership, workforce, process and technology.

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300K+
Users Supported
94%
Average Adoption After 30 Days
$120M
Client Savings

Strategy creates intent.
Execution creates value.

We work in the space between transformation ambition and measurable performance, aligning leadership, workforce, process and technology.

Transformation requires connected disciplines.

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Enterprise Transformation

Align leadership and translate strategy into action.

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AI & Workforce Transformation

Reimagine work and prepare the workforce for what's next.

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Digital & Technology Transformation

Modernize systems and processes to unlock performance.

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Workforce & Operating Model Transformation

Design operating models that enable speed and agility.

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Enterprise Change Capability

Build the capability to sustain change and performance.

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From intent through performance.

Align

Clarify outcomes and align leadership.

Diagnose

Assess current state and identify gaps.

Mobilize

Prepare teams and plan the path.

Enable

Build capabilities and remove barriers.

Adopt

Drive adoption and embed new ways.

Realize

Measure results and sustain performance.

Experience where transformation complexity matters.

View the Experience

Major U.S. Utility

~14,000 users

Major Academic
Healthcare System

99% adoption

National Healthcare
Organization

~$12M annualized benefit

Direct Taft Engagement

$1.75M annualized savings

We focus on the distance between implementation and value.

Strategy firms can help determine where the business should go.

Technology firms can build and implement systems.

Traditional change firms can execute communications and training.

Taft works across the organizational space connecting them.

We examine transformation through four interconnected lenses.

  • Leadership

    Are leaders aligned around the intended outcome? Are they prepared to make decisions, communicate priorities and model the required behaviors?

  • Workforce

    Do employees understand what will change? Are roles, capabilities, expectations and support aligned with the future state?

  • Process

    Have workflows and ways of working actually been redesigned to support the transformation?

  • Technology

    Is the technology enabling the intended business outcome—and is the organization prepared to use it effectively?

When these elements move together, implementation can become performance.

Senior-led. Practical. Scalable. Outcome-focused.

  • Start with the outcome.

    We begin with what the organization is trying to accomplish—not a predetermined collection of change-management deliverables.

  • Diagnose before prescribing.

    We work to understand the transformation, affected organization, risks, dependencies and business environment before defining the intervention.

  • Integrate with the transformation.

    Change should not operate as a parallel workstream disconnected from the program. We integrate organizational considerations into transformation planning, governance and execution.

  • Measure what matters.

    Communications sent and training completed may matter operationally. They are not the ultimate measure of transformation success. We focus on readiness, adoption, proficiency, behavior and business performance.

  • Build capability, not dependency.

    Whenever possible, Taft helps clients strengthen their own ability to lead future change.

The expertise required by the transformation—not unnecessary layers.

Taft engagement teams are configured around the specific requirements of each client and transformation.

Our model combines senior transformation leadership with experienced specialists across disciplines such as organizational change, communications, learning, project and program management, workforce transformation, process improvement and technology-enabled change.

This allows Taft to scale from focused advisory engagements to larger integrated transformation teams while maintaining senior involvement and clear accountability.

  • Senior-led.

    Clients have access to experienced transformation leadership throughout the engagement.

  • Purpose-built.

    Teams are configured based on the business problem rather than a predetermined staffing model.

  • Integrated.

    Taft practitioners work alongside client leaders, project teams, technology partners and other advisors.

  • Flexible.

    Engagement models can expand, contract or evolve as transformation needs change.

Transformation is enterprise work.

Taft partners with leaders across the organization.

  • Executive Leadership

    CEOs, COOs, CHROs, CIOs and business executives responsible for significant transformation outcomes.

  • Transformation Leaders

    Enterprise transformation offices, program executives, PMOs, EPMOs and change leaders managing complex portfolios.

  • Technology Leaders

    CIO organizations and technology teams implementing enterprise platforms, digital capabilities, automation and AI.

  • HR & Workforce Leaders

    Organizations redesigning work, roles, skills, employee experiences and workforce capabilities.

  • Implementation & Advisory Partners

    Technology integrators and advisory firms seeking experienced organizational transformation capability alongside strategy or technical delivery.

Your organization does not need more change activity. It needs transformation that produces results.

Discuss a Transformation