Steve Heitzner
Chief Sales and Marketing Officer Americas
Marriott International
"Olga's expertise in organizational change management was an invaluable asset to us during challenging times."
Donna Zaruba Walker
VP CIO Transformations
Kyndryl
"Highly recommend for programs of any size or complexity."
Tom Harker
Former Acting Secretary
Department of the Navy
"Exceptional work and deep expertise in organizational change management in fast-paced and complex environments."
John Adams
Director of Finance
MIT Lincoln Laboratory
"Organizational change management experts..."
Robert W Patrick Jr.
Senior Director
ATI
"Highly recommend! Worked with Olga and her team as part of a successful change management effort with the US Navy Financial Management team."
Nikki Omelian
Change Management Lead
Wendy's
"I highly recommend Olga and her team for any change management initiative - their strategic thinking, deep expertise, and unwavering commitment to success are unparalleled."
A multinational restaurant group operating 7000+ properties worldwide launched a global Oracle HCM/FMS rollout. The program impacted every layer of the organization — both owned and franchised.
The executive team was concerned about potential operational disruption. Any mistake in payroll, scheduling, or labor compliance could create ripple effects across restaurants, directly impacting customer service and revenue. The frontline workers, many with limited digital skills and little time off the floor, faced a steep learning curve. At the same time, HR Business Partners bore the responsibility of supporting every user group, but their experience with enterprise HRIS solutions varied greatly across markets. The leadership team needed a deployment plan that would protect the guest experience, boost confidence among the frontline staff, and improve HR's ability to support adoption.
Trigona Consulting partnered closely with both executive sponsors and functional business leads to ensure tight alignment between change management and the redesign teams, ensuring a lean and agile approach to rapid value creation. This collaboration allowed us to pinpoint the specific stakeholder impacts of each design decision and co-create the transformation narrative. Together, we identified the biggest levers to win the workforce over — including a transparent rationale for segmentation, fairness in territory assignments, and clarity in compensation changes.
We launched a cascading communication campaign with over 30 sequential, role-specific messages aligned with program milestones. Leadership visibility increased through video messaging, roadshows, townhalls, and direct manager engagement, reinforcing sponsorship and accountability. Feedback loops empowered frontline sales teams and helped close information gaps identified during the transition. This transparent and iterative approach reduced anxiety, built trust, and accelerated adoption.
A private equity-backed environmental services company specializing in hazardous and toxic waste disposal for large industrial clients. Following its acquisition, the company was tasked with rapidly redesigning its commercial operating model to align with the PE sponsor's aggressive value-creation plan.
The transformation required a sales organization redesign, new customer segmentation, territory realignment, and compensation restructuring — all to be completed within a tight post-acquisition timeline. Executives faced pressure to achieve aggressive EBITDA targets and fulfill the sponsor's growth strategy. Leadership worried that poorly managed transitions could damage client relationships, disrupt revenue, and trigger salesforce turnover, especially as employees questioned the fairness of new territories and compensation plans.
Trigona Consulting partnered closely with both executive sponsors and functional business leads to ensure tight alignment between change management and the redesign teams, ensuring a lean and agile approach to rapid value creation. This collaboration allowed us to pinpoint the specific stakeholder impacts of each design decision and co-create the transformation narrative. Together, we identified the biggest levers to win the workforce over — including a transparent rationale for segmentation, fairness in territory assignments, and clarity in compensation changes.
We launched a cascading communication campaign with over 30 sequential, role-specific messages aligned with program milestones. Leadership visibility increased through video messaging, roadshows, townhalls, and direct manager engagement, reinforcing sponsorship and accountability. Feedback loops empowered frontline sales teams and helped close information gaps identified during the transition. This transparent and iterative approach reduced anxiety, built trust, and accelerated adoption.
The U. S. Department of Defense launched one of the largest financial management transformations in government history. The program involved consolidating over 200 systems and nine general ledgers, impacting more than 300,000 employees across multiple agencies
The human-capital challenges were as significant as the technical ones. The workforce was highly conservative and deeply skeptical of change, having witnessed many initiatives start and then fade away with the arrival of new political appointees. Many employees had learned to "outwait" leadership changes. Additionally, a "frozen middle" of managers withheld information and failed to pass on messages, creating bottlenecks and delaying downstream adoption. Senior leaders feared the transformation could stall, wasting billions of dollars and damaging credibility with Congress and oversight bodies.
Trigona Consulting worked directly with the secretariat and the command senior leadership to establish an Enterprise Change Management Office (ECMO), integrating OCM into the program's governance framework. We developed standardized playbooks and readiness dashboards to maintain a consistent approach across more than 80 simultaneous projects. Change champions were identified in each major command, creating alternative pathways to reach employees where middle managers resisted. Quick-win adoption proof points were included in the reporting schedule, allowing leadership to demonstrate progress to skeptical stakeholders and political sponsors.
Founder of Trigona Consulting.
I have spent nearly two decades guiding Fortune 500 companies, governmental agencies, and PE-backed mid-size firms through complex changes. If there is one thing I've learned, it is that a successful transformation isn't just about best-in-class technology or streamlined processes—it's about people.
At Trigona, we've mastered the art and science of human-centered transformation. Since 2016, we've partnered with top global consulting firms and industry leaders to turn resistance into enthusiasm and plans into results.
Whether you're rolling out a new system, integrating an acquisition, or reimagining your operating model, we know precisely how to turn daunting transformations into lasting success stories - that is where 70% of organizations stumble.
We make change happen by putting your people first.
Ready to make change feel less like a mandate and more like an opportunity?
If you need assistance, have a question or feedback, please contact us. We look forward to talking with you!
