Saige consults on HR matters from strategic HR development to organisational design. Saige provides a fully outsourced HR Function


  • organisational design
  • restructuring & mergers
  • redundancy and retrenchment
  • leadership development
  • coaching and mentoring
  • one-on-one or group personal development
  • dispute resolution
  • conflict management
  • mediation and arbitration
  • change management


Leaders deal in hope. Hope is the belief that tomorrow will be better than today and that the rest of our life will be better than what we have already experienced. Transformation is the process of fostering hope by creating a vision of what that future should look like. Then sharing it with your community and working together towards it.


I have used this process a number of times and have literally watched organisations transform from a group of lukewarm supporters of progress to united, passionate, and committed team-members.

Why the need to talk?

Our course on transformation covers the following topics:

  1. Transformation in the Global Context
  2. Transformation in the South African Context
    • Constitution
    • Bill of Rights
    • Employment Equity
  3. Definitions (singing off the same song-sheet)
    • Identity (revisiting outdated models and having open conversations)
      • Sex
      • Race
      • Religion
      • Nationality
      • Culture
    • Identity Politics
    • Lived Experience
    • Intersectionality
  4. Transformation
    • What does transformation mean?
    • Why is it necessary?
    • What does it mean for me?
    • What does it mean for me in relation to the culture of the organisation?
    • Why does it fail? (narrow)
    • Why does it succeed? (broad)
    • How do we implement transformation?
      • Include the community in determining our current situation
      • If necessary, review our culture and identity to ensure it is relevant to the current community
      • Create the desired future state
      • Do a gap analysis between where we are and where we wish to be
      • Remove all barriers to entry – create a welcoming environment
      • Strive for inclusivity – leave no one behind
      • Create a compelling narrative
      • Implement
      • Review and if necessary, adjust
      • Create mechanism for dealing with disputes

I believe most transformation initiatives fail, not because of the desire or will to change, but because of a lack of execution. We Need to Talk has worked wherever it has been implemented by balancing the theory and need to change with the practical requirements of implementation.