Who it's for
- Executives and functional leaders accountable for transformation outcomes
- Procurement, technology, finance, operations, and HR sponsors
- Program leaders, PMOs, change leads, process owners, and system owners
- Managers and people leaders who must model and reinforce new behavior
Problems we help solve
- Transformation activity is not translating into behavior, confidence, or value
- Technology is live but people continue to use workarounds or old processes
- Leaders send inconsistent messages or model inconsistent behavior
- Training is completed but performance is not confident or consistent
- Teams are fatigued by overlapping change
- Value declines after the implementation team leaves
What Wonder does
- Change strategy and readiness: change-risk and adoption diagnostics, readiness assessment, impact and stakeholder analysis, and adoption strategy
- ALICE™ leadership alignment and activation: executive and sponsor alignment, leader working sessions, behavior and accountability design, and coaching
- Stakeholder engagement and communications: stakeholder mapping, audience-specific messaging, listening and feedback mechanisms, and change-champion networks
- Learning and performance enablement: role-based learning strategy, training design and facilitation, train-the-trainer, and proficiency measurement
- Adoption and reinforcement: adoption measurement, manager coaching, post-go-live stabilization, and internal change-capability transfer
Outcomes you should expect
- Sustained adoption and more consistent behavior
- Leaders aligned around the mission, messages, decisions, and behaviors
- Training translated into performance
- Lower change risk and fewer avoidable workarounds
- Change capability retained inside the organization
- Measurable value beyond go-live
What this offer is not
It is not platform-specific utilization work, targeted activation of an underused system is Wonder Digital Activation.
It is not AI-specific enablement, AI readiness, use cases, and pilots are Wonder AI Studio.
Framework connections
How we engage
- 1Change-risk or adoption diagnostic
- 2Stand-alone executive, leader, or team workshop
- 3Focused change strategy or readiness sprint
- 4Multi-session capability-building program
- 5Embedded change-lead or workstream support
- 6Transformation-program change partnership
- 7Post-go-live adoption recovery or reinforcement retainer
- 8AI-change, procurement-platform, ERP, process, or operating-model change support
Scope, duration, and staffing are confirmed after a scoping conversation. All engagements begin with a first step.
What you receive
- Change story, mission, outcomes, and success measures
- Stakeholder and change-impact assessment
- Readiness, risk, fatigue, and dependency view
- Leadership alignment and sponsor action plan
- Communications and engagement strategy with audience messages
- Learning strategy, curriculum, materials, train-the-trainer plan, and job aids
- Adoption dashboard and reinforcement plan
- Sustainment, capability-transfer, and continuous-improvement roadmap
Deliverables are tailored to engagement scope. Exact outputs are confirmed during scoping.
Client work in this space
Global logistics firm
Enabling a global user base on Coupa across a logistics network
Challenge: A global logistics company needed to scale Coupa-based Source-to-Settle operations across a large, multi-regional user base while overcoming spreadsheet reliance, disconnected systems, and change fatigue from prior initiatives.
What Wonder did: A Discover→Design→Delight change program combining executive alignment and coaching, a local-champion change network, and role-based Coupa training with a Train-the-Trainer model across multiple regions.
- End users across Procurement, Finance, and Operations enabled on Coupa
- Senior leaders coached to lead and model the change
- A sustainable adoption toolkit delivered — role-based roadmaps, a knowledge hub, and Train-the-Trainer capability in every region
Power electronics manufacturer (US, Mexico, China, India)
Standing up a standalone finance ecosystem after divestiture
Challenge: Following a divestiture, the company had to stand up a standalone finance ecosystem and replace legacy tools by year-end to ensure business continuity, amid low digital maturity and aggressive timelines.
What Wonder did: End-to-end change-management leadership — strategy, stakeholder engagement, communications, change-impact assessment, and training readiness — for the simultaneous rollout of five global financial systems.
- Global users onboarded to a modernized, automated finance stack
- On-time go-live achieved for critical accounting and leasing modules
- Lease accounting standardized on a compliant, automated platform
Global media & entertainment enterprise
Scaling catalog adoption across a global media enterprise
Challenge: Catalog-tool adoption was inconsistent across regions, driven by fragmented communications, limited onboarding support, and little visibility into adoption metrics.
What Wonder did: A scalable, retainer-based change program — stakeholder interviews and readiness assessment, multi-channel communications and training content, an ambassador program, and ongoing adoption measurement.
- Reported catalog adoption increased across targeted regions
- Onboarding time to procurement readiness reduced
- Repeatable change playbooks established for future rollouts
Industrial products manufacturer
Recovering a training workstream under go-live pressure
Challenge: Weeks before an ERP and procurement-platform go-live, the training workstream was behind schedule with unclear user-role alignment and learner assignment across the people in scope.
What Wonder did: Embedded practitioner capacity built the change-management foundation and stabilized the training workstream — role mapping, learner alignment, course assignment, scheduling, and communications — within a compressed six-week window.
- Training moved from a high-risk position into structured delivery within six weeks
- Role-mapping complexity resolved across two platforms
- Targeted training delivered and well received ahead of go-live
National foodservice equipment and supplies leader
A white-glove ERP migration for a national foodservice leader
Challenge: A legacy ERP lacked reliability and an intuitive experience, and fragmented entities created inconsistent policies — driving a landmark migration to a modern ERP plus a new automated tax engine.
What Wonder did: A regional pilot, data and compliance remediation, automated tax-engine integration, and a white-glove multi-channel communication strategy with a Train-the-Trainer enablement model.
- Superusers enabled to support adoption at go-live
- A fully automated tax transition completed without manual intervention
- Multiple entities unified under one corporate brand with customer trust maintained
IT leadership team, multi-project environment
Leading change with ALICE™ for an IT leadership team
Challenge: An IT leadership team running multiple large projects concurrently needed to manage change, reduce anxiety, and drive team adoption in a complex environment.
What Wonder did: A two-day change-leadership workshop built on the ALICE™ framework, plus a facilitated solutioning workshop on the team's real project portfolio.
- A common change-leadership language and framework established across the team
- Emotional-intelligence and empathy skills built into day-to-day leadership
- Prioritized, team-owned solutions produced for the multi-project challenge
Related resources
Common questions
What is ALICE™?
ALICE™ is Wonder's central leadership and human-adoption framework: Act with Authenticity, Lead with Love, Inspire Others, Create Community, and Engage with Purpose. These five behaviors shape leadership alignment, stakeholder engagement, communications, learning, reinforcement, and capability transfer throughout a change.
What is RAE™?
RAE™, Rapid Adoption Enablement, complements ALICE™ by organizing rapid, cross-functional adoption work across roles, accountability, and execution.
We already have an OCM team. Where does Wonder fit?
Wonder identifies focused gaps, practitioner context, leadership activation, learning design, adoption measurement, or post-go-live reinforcement, and works alongside your team, building capability inside the organization rather than creating dependence.
Isn't training enough?
Attendance is not adoption. Wonder treats adoption as observable behavior, distinguishing training completion from proficiency, manager reinforcement, and sustained use, and designs communications, learning, roles, and measurement together.
Related Wonder offers
Wonder AI Studio
Practical AI enablement that starts with a measurable business mission, redesigns work before automating it, preserves human judgment, and builds adoption into delivery.
Wonder Digital Activation
Targeted change-management activation and platform-specific enablement that helps organizations turn underused systems into adopted ways of working and measurable operational value.