Description

A focused course, tailored for you

Operating-Model Redesign Playbook for Consulting Practices in AI Transition

Redesign your consulting operating model for AI-augmented delivery in 12 weeks. Pyramid restructure + capability investment + offshore-onshore-AI mix + career architecture.

Every major consulting firm is restructuring its operating model for AI-augmented delivery. Pyramid restructure, talent-mix shifts, career-architecture rewrites, and capability-investment reallocation are the hot files. Here's the 12-week redesign playbook your practice can execute.

$199 one-time

Tailored to your situation. Access within 24 hours. 30-day money-back.

Includes a hand-built implementation playbook delivered alongside course access, generated for your specific situation.

Why this course

Every major consulting firm is rebuilding its operating model for AI-augmented delivery. The traditional pyramid (large analyst base, senior-consultant supervision, partner client-facing) is being squeezed: AI-augmented delivery absorbs junior-analyst work, talent-mix shifts toward senior-engineer and AI-capability roles, career architecture is being rewritten, and capability-investment is reallocating from billable-hour growth to platform-and-IP growth.

Practices that lead this redesign capture the next wave of advisory and delivery work. Practices that lag get reduced to commodity body-shop competition. The redesign requires deliberate decisions on: pyramid restructure, offshore-onshore-AI mix, capability-investment reallocation, career architecture, compensation alignment, billable-rate model, and the transition plan for current consultants.

This course teaches the 12-week operating-model redesign: current-state analysis, future-state design (AI-augmented delivery model), pyramid-restructure model, talent-mix optimization, career-architecture rewrite, capability-investment reallocation, transition plan, and the leadership-engagement model. Twelve modules, each ending with a deliverable artefact. Plus a hand-built implementation playbook for your practice.

What you walk away with

A current-state operating-model assessment.
A future-state operating-model design.
A pyramid-restructure model.
A talent-mix optimization framework (onshore, offshore, AI-augmented).
A career-architecture rewrite.
A capability-investment reallocation plan.
A transition plan for current consultants.
A 12-week redesign plan.

The 12 modules

Module 1. Current-state diagnostic

Diagnose your current operating model: pyramid shape (junior, senior, manager, principal, partner ratios), talent-mix (onshore-offshore-near-shore), billable rates by level, utilisation targets, capability-investment allocation, IP authorship rate, and the financial model (revenue per consultant, gross margin, contribution to firm). The current-state diagnostic is the baseline for redesign. Deliverable: current-state assessment.

Module 2. Future-state design principles

Build the future-state design principles: AI-augmented delivery (junior-analyst work shifts to AI), senior-engineer + AI-capability role expansion, platform-and-IP investment shift from billable-hour growth, productised delivery model, outcome-based pricing migration. Three principles drive the redesign. Deliverable: future-state design principles document. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 3. Pyramid-restructure model

Build the pyramid-restructure model: new role-mix ratios (junior compress, senior-engineer expand, capability-lead emerge), promotion-cadence shift, and the transition glide-path from current pyramid to future pyramid over 3 years. The restructure model that survives partnership-vote and senior-leader review. Deliverable: pyramid-restructure model document.

Module 4. Talent-mix optimization

Build the talent-mix optimization: onshore (premium delivery, strategic engagement), offshore (delivery scale, cost), near-shore (timezone bridge, regulator alignment), AI-augmented (capability multiplier). Decision framework by engagement type. Centre-of-excellence model for AI-capability roles. Deliverable: talent-mix optimization framework. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 5. Career-architecture rewrite

Build the career-architecture rewrite: new role definitions, promotion criteria, IC track vs management track, capability-lead emerging track, compensation model alignment, and the transition support for current consultants in deprecated roles. Career architecture is the most politically sensitive part of operating-model redesign. Deliverable: career-architecture document.

Module 6. Compensation alignment

Build the compensation alignment: base + bonus model by new role, equity participation (where applicable), AI-capability-skill premium, IP-authorship reward, productisation-revenue share, and the partnership-track compensation review. Compensation alignment is what makes career-architecture credible. Deliverable: compensation alignment document. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 7. Capability-investment reallocation

Build the capability-investment reallocation: from billable-hour-growth investment to platform-and-IP investment, from offshore-team-expansion to AI-capability-team build, from individual-tools to shared-platform investment. The investment reallocation that funds the redesign. Deliverable: capability-investment plan. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 8. Productisation and IP-authorship model

Build the productisation and IP-authorship model: which capabilities productise, IP-authorship attribution, royalty-or-incentive model for IP authors, IP-licensing across engagements, and the IP-governance model. Productisation is the long-term value compounder. Deliverable: productisation and IP-authorship model. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 9. Billable-rate and pricing model evolution

Build the billable-rate and pricing evolution: rate-card restructure (consolidating to fewer tiers), outcome-based pricing migration, fixed-fee productised engagement, and the rate-card communication to clients. The pricing model that supports the new pyramid. Deliverable: pricing model document. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 10. Transition plan for current consultants

Build the transition plan: career-conversation framework, capability-uplift programme, redeployment options, voluntary-exit options, performance-managed-exit process, and the firm-wide communication model. Transition plan is the human side of operating-model redesign. Deliverable: transition plan. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 11. Leadership engagement and partnership vote

Build the leadership engagement: practice-leader buy-in sequence, partnership-vote preparation, board-engagement, client-communication (where required), and the change-management cadence. The partnership-vote is the gate; the engagement plan is what gets you through it. Deliverable: leadership engagement playbook. Three worked examples drawn from real implementation packages plus the conversation-script for the next sponsor meeting that lands the artefact for review.

Module 12. Your 12-week redesign plan

Week-by-week plan with weekly deliverables. Weeks 1-2: current-state diagnostic + future-state design principles. Weeks 3-4: pyramid-restructure model + talent-mix optimization. Weeks 5-6: career-architecture rewrite + compensation alignment. Weeks 7-8: capability-investment reallocation + productisation model. Weeks 9-10: pricing evolution + transition plan. Weeks 11-12: leadership engagement + partnership vote. Deliverable: full redesign pack.

How this addresses your situation

Specific modules that map to what you said you are dealing with.

Modules 1 to 2 cover diagnostic and future-state design principles.

Modules 3 to 6 produce pyramid, talent-mix, career-architecture, and compensation alignment.

Modules 7 to 9 cover capability investment, productisation, and pricing evolution.

Modules 10 to 12 cover transition, leadership engagement, and the 12-week plan.

What you get with this course

The 12-module course delivered as text plus downloadable templates.
Templates for current-state assessment, future-state design, pyramid restructure, talent-mix optimization, career architecture, compensation alignment, capability investment, productisation and IP model, pricing evolution, transition plan, leadership engagement.
A hand-built implementation playbook generated for your specific practice.
Three worked examples of operating-model redesigns at peer consulting firms.
Scripted talking points for the partnership-vote engagement.

What you will have in hand by Day 1, Week 1, Month 1

Day 1: Current-state diagnostic completed.

Week 4: Future-state design + pyramid restructure approved.

Week 8: Career architecture + compensation + capability investment approved.

Week 12: Partnership vote held, redesign approved, transition plan launching.

Before and after

Before

Your practice operates on the traditional pyramid. AI-augmented delivery is ad-hoc. Talent-mix is offshore-heavy without AI-capability roles. Career architecture is unchanged. Capability investment is concentrated in growing billable-hour delivery.

After

Operating model redesigned for AI-augmented delivery. Pyramid restructured. Talent-mix optimised across onshore-offshore-AI. Career architecture rewritten. Capability investment reallocated to platform and IP. Transition plan is running for current consultants.

What happens if you do not address this

Consulting practices that fail to redesign for AI-augmented delivery are reduced to commodity body-shop competition. Practices that lead the redesign capture the next wave of advisory and delivery work.

Who it is for

For consulting practice leaders, partners, directors, and HR business partners running operating-model redesign in 2026.

Who this is NOT for. Pure delivery roles. Firms not in operating-model redesign.

How it arrives

Text-based course via LMS, plus downloadable templates and the hand-built implementation playbook.

Time investment. Roughly 20 hours of reading and 100 to 200 hours of partner-and-leader effort across the 12-week redesign.

Why $199 is the right number

External operating-model consultants charge $500K-$3M for consulting-firm engagements. Big4 transformation advisory engagement runs $1M-$5M. Specialist firm-strategy consultants (Bain, McKinsey, BCG when externally engaged) charge $1M-$5M. $199 buys the focused playbook plus the implementation document for your specific practice.

FAQ

Will this replace hiring an operating-model consultant?

Partially. It teaches you the redesign playbook. You may still want external facilitation for partnership-vote engagement.

What if my practice is part of a larger firm (Big4)?

Module 11 covers firm-level governance interaction.

Does this cover the partnership-distribution model implications?

Module 5 covers compensation alignment including partnership-distribution impact.

What about union and works-council considerations for European operations?

Module 10 covers European works-council engagement.

What is in the implementation playbook for me specifically?

A current-state assessment tailored to your practice; future-state design with three options; a 12-week build plan.

30-day money-back guarantee. If after a week of working through the materials this is not what you needed, reply to the receipt email and a full refund is processed. No questions, no forms.

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.