Amanda Wallace has been building high-performance teams for over 25 years, spanning roles including Head of Business Development, Head of Training and Development, CPO, and COO. Inspired by a passion for people, Amanda excels in delivering change and transformation projects, developing new strategies and processes, and unifying goals to embed lasting cultural change. As a leader across several disciplines, Amanda knows first-hand the complexities and challenges involved with changing strategic direction and implementing behavioural change. She leans on a wealth of academic training and practical experience to deliver consistent results, navigating resistance with empathy. It’s Amanda’s drive to understand what makes businesses and people succeed that enables her to design environments in which everyone can thrive.

1. Can you tell me more about your professional background before you got into consulting?

I began my career in financial services with a one-week stint at a bank, handling administrative tasks. What started as a brief experience evolved into a 20-year journey, during which I held various roles such as Underwriter, Internal Change Consultant, Head of Business Development, Head of Transformation and Internal Communications, Chief People Officer, and Chief Operations Officer. Through my leadership across multiple disciplines, I’ve gained first-hand insight into the complexities and challenges of altering strategic directions and driving behavioural change. 

2. Can you tell us about your current role at CDH Consulting and how you work with your clients?

In my role as the Director and Founder of CDH Consulting Ltd., I am involved in every aspect of our operations and client engagements. We offer a comprehensive range of services tailored to meet the unique needs of each organisation we work with. Whether your organisation is navigating the introduction of a new tech solution, scaling up or streamlining operations, cultivating a cultural shift, or restructuring your organisational design, our goal is to ensure we help make the change process as smooth as possible.

Our services include:

• Corporate Culture Assessments: Evaluating and understanding the existing corporate culture to identify areas for improvement.
• Organisational Design: Restructuring and optimising organisational frameworks to enhance efficiency and effectiveness.
• Team and Leadership Development: Enhancing the skills and capabilities of teams and leaders through targeted development programs.
• Executive Coaching: Providing one-on-one coaching to executives to help them navigate challenges and lead more effectively.

Working with Clients

My approach to working with clients is centred around a deep understanding of their unique needs and objectives. In practice, this means dedicating sufficient time to the diagnostic phase of our engagements. Here’s how I typically interact with our clients:

A.      Understanding Needs: I begin by comprehensively understanding what our clients hope to achieve and what success looks like for them.

B.      Diagnostic Phase: I invest considerable effort in diagnosing the current state of the organisation/team. This ensures that the interventions we design and deliver are precisely targeted to address the right problems or objectives. This is done regardless of the size of the intervention.

C.       Tailored Interventions: Based on the diagnostic findings, we develop customised interventions that align with the client’s goals and challenges.

D.      Execution and Follow-Up: I deliver these projects, ensuring they are executed effectively and that their impact is closely monitored.

3. You recently published an article entitled ‘Top 5 reasons why transformation projects fail’, can you tell us some of these reasons and how you work with clients to avoid them falling into these traps

Change initiatives do falter, despite best intentions, here are some of the traps that people fall into:

1. Not spending ample time on planning: Often it is tempting to get straight into execution. However, a lack of detailed planning covering all aspects of the project can lead to unforeseen challenges. We work with clients to ensure they invest time in understanding their current state, building a roadmap to their desired future state.
2. Overlooking the psychological dimensions of change: Change is a human process and resistance is a common reaction. Ignoring this can lead to project failure. We help our clients to involve their teams from the start, understand their fears and address them for a smoother transition.
3. Poor communication: Lack of or misinformation can lead to resistance and low morale. We help instil a robust communication plan that’s both top-down and bottom-up and is centred around transparency, feedback and unity.
4.  Lack of visible support from senior leadership: Change initiatives require overt support from senior leadership. If employees perceive a lack of commitment from leaders, it can disrupt the project. We help clients ensure leadership is not only committed but visibly supportive.
5. Having the wrong people in the wrong roles: The success of change projects hinges on having the right people in key roles. We help companies assess competencies aligning with the nature of the change, ensuring the right team drives the change.

With the right approach, any organisation can turn change into a strategic asset, paving the way for innovation and sustainable growth.

4. How has your previous experience prepared you for your consulting role? 

I have held roles like those my clients currently occupy, giving me first-hand insight into the daily challenges they face. Real life doesn’t follow a textbook; when you’re on the front lines dealing with multiple, competing demands, perfection isn’t always possible. As a leader a crucial skill is the ability to assess what is important and identify the right, trusted people to execute those priorities. Striking this balance is incredibly challenging. I lean on my academic training and practical experience to take away some of this demands and work with my clients to deliver consistent results and I feel it’s important to navigate resistance with empathy. 

5. What skills do you believe are essential for success in consulting?

1. Communication Skills – Effective communication is the cornerstone of consulting. You must be able to convey complex ideas clearly, simply, and persuasively.
2. Influencing Skills – As a consultant, you are often tasked with driving change within an organisation. This requires strong influencing skills.
3. Understanding Different Personality Types – A successful consultant must understand and adapt to different personality types within an organisation.
4. Analytical and Problem-Solving Skills – Consultants need to analyse data, identify issues, and develop effective solutions.
5. Project Management Skills – Managing multiple projects and ensuring they are delivered on time and within budget is a must-have skill.

6. How do you keep up to date with the changes in such a fast-moving industry?

It’s essential to stay informed about developments in this field. I’m currently completing a Masters at UCD Smurfit Business School, with a focus in my final year on Organisational Change and Transformation. To further my knowledge, I engage with various books, podcasts, and TED talks. Additionally, I seek out opportunities to work with leaders in personal growth and change. I’ve travelled to the US and the UK to learn from prominent figures such as Tony Robbins, Jack Canfield Simon Sinek, to name just a few. I also learn from my clients, the people I work with are open minded, accomplished and leading the change in their respective organisations.

7. What trends do you see shaping the future of Change & Transformation in Irish business? The landscape of business in Ireland is undergoing significant transformation, driven by rapid technological advancements, evolving consumer expectations, and global economic shifts. As we look to the future, several key trends are poised to shape the way Irish businesses operate and innovate.

1.  Digital Transformation

Accelerated Adoption of Digital Technologies

The COVID-19 pandemic has dramatically accelerated the adoption of digital technologies across all sectors. Irish businesses are increasingly investing in cloud computing, artificial intelligence (AI), and the Internet of Things (IoT) to enhance efficiency, improve customer experiences, and drive innovation.

Remote Work and Collaboration

The shift to remote work is likely here to stay. Companies are adopting hybrid work models, leveraging digital tools for communication and collaboration. This trend not only supports work-life balance but also opens up opportunities for businesses to tap into a global talent pool. It also raises the challenges of human connection and collaboration and how companies handle these complexities using the hybrid model.

2.  Sustainability and Green Initiatives

Emphasis on ESG (Environmental, Social, and Governance) Criteria

Sustainability is becoming a core aspect of business strategy. Irish businesses are focusing on reducing their carbon footprint and implementing sustainable practices. Consumers and investors alike are prioritising companies that adhere to strong ESG criteria, making it essential for businesses to align with these values.

3. Renewable Energy Investments

Ireland is making strides in renewable energy, particularly wind and solar power. Businesses are increasingly investing in renewable energy sources to reduce operational costs and achieve sustainability goals. This shift not only benefits the environment but also enhances energy security and resilience.

4. Innovation and Startups

Thriving Startup Ecosystem

Ireland’s startup ecosystem is thriving, with a growing number of innovative startups emerging in sectors such as fintech, Healthtech, and agritech. The government and private sector are providing support through funding, mentorship, and incubation programs, fostering a culture of entrepreneurship and innovation.

Focus on Research and Development (R&D)

Businesses are placing a greater emphasis on R&D to stay competitive in a rapidly changing market. Collaborations between industry and academia are driving innovation, leading to the development of new products, services, and technologies.

5. Workforce Development and Skills

Upskilling and Reskilling Programs

As technology continues to evolve, there is a growing need for upskilling and reskilling the workforce. Irish businesses are investing in training programs to equip employees with the skills needed for the digital age, such as data analytics, cybersecurity, AI and how to manage the human dynamics of business and change.

6.  Diversity and Inclusion

Diversity and inclusion are becoming essential components of business strategy. Companies are recognising the value of diverse perspectives in driving innovation and are implementing policies to create more inclusive workplaces.

7. Customer Experience and Personalisation

Enhanced Customer Experience (CX)

Customer experience is becoming a key differentiator for businesses. Companies are leveraging data analytics and AI to gain insights into customer behaviour and preferences, enabling them to offer personalised experiences and build stronger customer relationships. I believe there is a lot to learn here, and I see great opportunities for companies that get the balance between human and AI connection aligned with what customers are looking for, having an advantage over their competitors.

Omnichannel Engagement

Consumers expect seamless interactions across multiple channels, including online, mobile, and in-store. Irish businesses are adopting omnichannel strategies to provide consistent and integrated customer experiences, regardless of the platform.

8. Regulatory Changes and Compliance

Data Protection and Privacy

With the implementation of the General Data Protection Regulation (GDPR) and other privacy laws, businesses must prioritise data protection and compliance. Ensuring the security and privacy of customer data is critical to maintaining trust and avoiding regulatory penalties.

Brexit and Trade Regulations

Brexit has introduced new trade regulations and complexities for Irish businesses. Companies must navigate these changes, adapt their supply chains, and explore new markets to mitigate the impact and capitalise on emerging opportunities.

Conclusion

The future of transformation and change in Irish business is being shaped by a dynamic interplay of digital innovation, sustainability, workforce development, and evolving consumer expectations. By staying ahead of these trends and embracing change, Irish businesses can position themselves for long-term success and resilience in an increasingly competitive global market.

8. Who are some of the people, companies and programmes that you are a big fan?

I’ve always admired companies that are at the forefront of innovation and efficiency, as well as those that prioritise diversity and inclusion. Here are a few that particularly stand out to me:

1. Booking.com: I am a big fan of Booking.com for their relentless innovation in the travel and hospitality sector. They have revolutionised the way we book travel accommodations by incorporating cutting-edge technology and user-friendly platforms. Their approach to customer service and the seamless experience they provide are truly commendable.
2. Microsoft: Microsoft is another company I hold in high regard, particularly for their collaborative culture and continuous innovation. Their advancements in cloud computing with Azure, their commitment to open-source software, and their focus on AI-driven solutions are just a few examples of how they consistently stay ahead of the curve. Additionally, their collaborative tools like Teams have transformed the way organisations operate and communicate.
3. Amazon: The efficiency and robustness of Amazon’s processes are nothing short of extraordinary. Their logistics and supply chain management systems are a benchmark in the industry, and their focus on customer satisfaction is unparalleled. The way they leverage data analytics and machine learning to optimise their operations is something I find incredibly inspiring.
4. Mastercard: Lastly, Mastercard stands out to me for their strong emphasis on diversity and inclusion. Their policies and initiatives aimed at creating an inclusive workplace are impressive. They have made significant strides in promoting gender equality, supporting LGBTQ+ rights, and fostering a culture of inclusivity, which are all crucial aspects of a modern, forward-thinking organisation.

These companies not only excel in their respective domains but also embody values and practices that I deeply respect and aspire to emulate in my professional journey.