Humanizing Transformation

Business Transformation Succeeds When People Do.

Enabling people's success at work is at the core of what we do. Organizations don't fail because they lack strategy.
They struggle when the organization isn't aligned, leaders aren't equipped, or employees aren't engaged in what comes next.We help people in your organization navigate growth, transformation, and leadership challenges by working with you to support your strategy and get your organization to the next level. We provide processes, resources, tools, and skills so your people can confidently turn business priorities into measurable organizational results.

Where We Help

Hire Us When...

Common situations we encounter:

Three Core Capabilities. One Goal.

Supporting the Human Side of Transformation to Enable Business Results

By stepping into your organization on a fractional or project basis, we can quickly diagnose operational bottlenecks, align people strategies with macro growth blueprints (e.g., scaling toward $100M+ or multi-billion dollar targets), deploy high-stakes HR tech transformations, and optimize workforce performance at the individual or organizational level.

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Client Outcomes

Strategies for growth are only as successful as the people who need to execute on them. Organizations engage us when the stakes are high and the path forward requires more than technical expertise; the way forward requires the success of the people involved.It's when organizational growth has created complexity, transformation requires adoption, or leadership capability must evolve to support what comes next.View Client Outcomes →

Trusted by Organizations Driving Change

For every engagement, we look for ways to support people's success at work. We begin by listening, partnering closely with leaders and teams to design solutions that fit their unique goals. We've had the privilege of supporting organizations across healthcare, manufacturing, technology, nonprofit, financial services, and professional services industries.

**We help your organization connect the dots between now...and what's next, by bringing along the humans involved.

Transformation Is More Than a Plan. It's a Human Experience.

We work with you to provide solutions that work for real people on the job, in the flow of work.We focus on adoption by the people impacted.Our ACES methodology helps organizations move from strategy to execution by aligning people, processes, and systems around what matters most.Learn About ACES →

Ready for What's Next?

Whether you're planning for growth, leading transformation, or building leadership capability, we'll help support your strategy and turn it into sustainable results.

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About Ellipsis Consulting

Humanizing Transformation Since Day One

Gabriella's Musings
On People
"We all walked a different path to get to where we are now; let's embrace that which brings us together."
On Business
"How do I make it easier for my customers to do business with me?"
Favorite Quote ~ William Watkinson
"Better to light a candle than to curse the darkness."

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Founder Gabriella Broady, M.Ed., SHRM-CP, Prosci CCMP, believes every workplace should be a place where people feel seen, heard, and genuinely welcome. It's the conviction behind everything she does, and it's why she started Ellipsis.She brings deep expertise to the work: degrees, certifications, and years of hands-on experience spearheading culture initiatives and helping leaders build stronger teams. Her credentials are what make her effective. Her values are what makes her approach transformative.Gabriella pays attention to people. She notices who isn't speaking up in the meeting, whose ideas get overlooked, and who is quietly carrying more than their share. She's a natural advocate. She believes great organizations are built when everyone has a voice, is accountable to results, and recognized accordingly. Inclusion isn't a box for her to check. It's how she sees the world.Her clients get both sides of her: the rigor of a seasoned HR executive and the heart of someone who truly cares how people are treated. Her background as an entrepreneur, a global talent leader who has built global organizational functions from the ground up - while keeping people engaged - have many view her as a 'startup master.' She'll help you with strategy, process, training, and organization structure. She'll also help you build a culture people want to be part of.When she's not working, you'll probably find her with her dogs, who she'll tell you are the best judges of character she knows. She also believes in recharging while still feeding her insatiable curiosity, and loves to explore through hiking and travel with her husband.Fun Fact: Previous leaders have described Gabriella as "a breath of fresh air", "the maestro," "the glue," a "creative genius," "the heart and soul of (company X)," and a "visionary who can seamlessly move between strategy and execution."See Gabriella's LinkedIn profile for more details.

OUR PHILOSOPHY
Transformation is more than just a plan. It's a human experience, and we all have a voice and role to play in it.Ellipsis Consulting was founded on a simple belief: transformation succeeds - at the organizational and individual level - when people are equipped, supported, and inspired. We bring strategic clarity, human-centered change leadership, and modern talent development to organizations navigating growth, complexity, and cultural shifts.
OUR VALUES
• Curiosity - There is always more to consider
• Clarity - We simplify complexity
• Connection - We strengthen alignment across people and strategy
• Capability - We equip teams with the why, what, and how to enable growth and performance

Professional Degrees & Certifications

Our Approach (ACES)

People Success Brings Strategy Results

Transformation doesn't fail because of strategy.
It fails when leaders aren't aligned, employees aren't engaged, and change isn't adopted.People bring knowledge about their work that no outside consultant can replace. We make room for that knowledge and show how it shapes the way forward. We believe in honoring the past, and embracing the future, together.That's why every engagement is guided by ACES, our framework for supporting you through the process of turning business priorities into measurable outcomes at the enterprise, functional, or individual level.

ASSESS: Understand the opportunity. Define success. It starts with a conversation. We listen and ask questions about your needs to identify business priorities, stakeholders, organizational realities, and barriers to progress.CREATE: Design solutions that work, together. We combine your business expertise with our experience in strategy, change, culture, and leadership to create practical, scalable solutions.ENGAGE: Build commitment and adoption. We equip leaders and employees with the communication, capability, and support needed to move forward with confidence.SHARE: Reinforce momentum. We measure progress, communicate results, and strengthen accountability so change continues long after implementation.

Strategy Matters. People and Change Adoption Matter More.Let's discuss how ACES can equip you and your teams with the skills, systems, tools, and processes to accelerate your business priorities.

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Client Outcomes

Humanizing Transformation With You

Engaging the hearts, minds, and expertise of your people leads to successful business outcomes. We celebrate our clients' success with them every step of the way.

Explore a sampling of four client success stories below.

Enabling Organizational Effectiveness at Scale

Challenge
Two divisions of a global organization were struggling to collaborate. Communication was breaking down and it began to impact internal and external customer experiences. Existing people, processes, and systems had evolved, changed, and even disappeared over time, resulting in inefficiencies, inconsistent experiences, confusion and frustration on multiple levels. Leadership needed to reduce turnover, increase employee skills, and ensure workflows, ownership, and resources were up-to-date, clear, and had buy in from the people using them.

Continue Reading...

Transforming a Global Sales Organization for Growth

Challenge
A global medical device organization was restructuring its commercial function to support future growth after a recent acquisition. Two global sales teams were becoming one, and bringing on the new organization's sales team. Employees needed to understand their new roles, support teams needed to know about impacted processes, and managers needed help answering questions while navigating the changes themselves.

Continue Reading...

Defining Leadership for a Global Workforce

Challenge
A rapidly growing global workforce needed to be able to move talented team members to assignments in other locales to fuel continued growth. It became evident that leadership expectations varied by region, development programs lacked consistency, and there was no shared definition of what leadership meant across the enterprise. This caused confusion around performance expectations, terminology, and more as talent became more mobile. It was clear leaders needed a common framework that could scale globally while remaining relevant locally. A global forum met in Europe to hash things out, with varying levels of buy-in at the start. This challenge sat at the intersection of leadership development, organizational alignment, and strategic growth; influence, trust, and transparency were key in moving toward a shared vision.

Continue Reading...

Enhancing Leader Impact With Coaching

Challenge
A leader has just gotten feedback via the employee engagement survey and the annual performance review, which includes feedback from their manager, peers, and direct reports. A few consistencies emerge that would benefit from being addressed to increase the leader's positive impact on the organization. The HR Business Partner recommends an executive coach to partner with the leader for development.

Continue Reading...

Connecting the Dots

Thought Leadership

We believe in lifelong learning, reflection, and sharing. Check back regularly to see articles, tips, and other resources to help Connect the Dots in matters of humanizing transformation.

• View all articles on Substack

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Our Capabilities

When responsibilities overlap and decisions keep getting stuck, we help teams clarify who does what and how work moves forward.

When big changes are coming and you need to make sure your people know the why, what, how, and when of what's happening so they are ready and committed to the future. And you're invested in getting feedback on how the change is impacting employee success.

• When your people want and need skill development to be ready for the future, we equip them with the programs & resources needed.
• When you need people ready to fill leadership roles, we partner with you to build and execute the talent readiness plan.
• When someone becomes a manager, we help them build the skills and confidence to lead people—not just manage the work.

Let's Talk

What’s changing in your organization? What needs to start or stop happening? What's getting in the way?
How will your people succeed - so your transformation does, too?Tell me a little about what you’re working through, and let’s explore whether I can help.

📍Minneapolis, Minnesota, USA
📞(763)442-9315
📩 [email protected]

Continued...Transforming a Global Sales Organization for Growth

Approach
We partnered with leaders, teams, and customers to assess and understand the impacts of the restructure. Collaborating with HR & leaders, we created a redesigned sales job org structure, complete with job descriptions and required capabilities, and created a structured transition strategy. After traveling overseas to learn about the newly acquired organization's people, products, and processes, we were ready to create in partnership with the Sales, Service, HR, Marketing, Sales and Learning teams. Communications, learning plans, onboarding approaches, and role readiness resources were developed to engage with impacted employees to clarify the new structure, processes, and expectations. We also coached leaders on change leadership, stakeholder communication, and expectation setting to build confidence throughout the transition when sharing with their teams. The extra complexity in this initiative is that COVID-19 struck in the midst of training, systems, and other rollouts. The team were resilient in adapting to a remote only strategy, using humor, patience, and humanity in the midst of great turmoil.

Results
• Redesigned commercial role architecture across the organization
• Clarified responsibilities, expectations, and future capability requirements
• Accelerated readiness for newly created sales roles
• Equipped leaders to communicate and lead through change effectively
• Reduced disruption while supporting strategic business transformation

Impact
Organization redesign is not simply about reporting relationships. Success depends on employees understanding how their roles evolve and leaders having the skills to guide people through change. The result was a more future-ready commercial organization equipped to support growth.

Continued...Enabling Organizational Effectiveness at Scale

Approach
We conducted a comprehensive assessment by talking with leaders, teams, supporting teams, and customers to hear their perspectives. We examined team structure, workflows, employee resources, learning experiences, vendor relationships, and operational processes. Through engagement with people in stakeholder interviews, process analysis, capability reviews, and future-state planning, we created a multi-pronged roadmap addressing organizational design, talent alignment, digital experience improvements, governance, and learning strategy. The recommendations shared with project sponsors emphasized blended learning approaches, process standardization, role optimization, and stronger alignment between workforce capabilities and business needs. Leaders shared findings with impacted divisions, engaging with their teams to build the solutions in order of business priority.

Results
• Improved workflow consistency and operational efficiency
• Shifted learning delivery toward scalable blended learning approaches
• Enhanced employee and partner experiences
• Created clearer governance and process expectations
• Improved talent alignment to future organizational needs
• Delivered a roadmap for sustainable organizational effectiveness improvements

Impact
Many organizations assume they have a training problem when they actually have an operating model problem. By addressing structure, process, talent, technology, and learning together, the organization improved effectiveness while creating a stronger foundation for future growth and scalability.

Continued...Defining Leadership for a Global Workforce

Approach
Using a combination of organizational assessment, stakeholder engagement, leadership benchmarking, and learning strategy design, we evaluated existing leadership frameworks and development experiences across the organization. We facilitated alignment and engagement among key stakeholders to establish a universal definition of leadership and create a redesigned leadership academy using blended learning methodologies, coaching, assessments, experiential learning, and scalable delivery models. This work aligned with enterprise job architecture and talent optimization objectives. The team partnered with Communications teams to create marketing materials for the new frameworks, programs, and expectations that were targeted toward sharing at each level of impacted audience.

Results
• Established a globally aligned leadership framework
• Created a shared leadership definition across regions and business units
• Expanded access to development opportunities for leaders worldwide.
• Increased leadership program scalability by 100%
• Built a foundation for stronger leadership consistency and succession readiness

Impact
When organizations grow faster than leadership capability, performance becomes inconsistent. By establishing a common leadership language and scalable development ecosystem, the organization was better positioned to sustain growth, strengthen culture, and develop future leaders.

Continued...Enhancing Leader Impact with Coaching

Approach
A coaching experience takes time; our typical engagement is 6-8 months and includes approximately 8 sessions with the coachee, and three with their direct boss. This may vary depending on whether the assessment/feedback period is done in-house or we are also involved in running it. An introductory call with the coachee, one with their leader serve to align on desired outcomes. Monthly coaching sessions ensue to assess why certain situations occur, and co-creating a plan to adjust. Importantly, part of the approach is to align with organizational values and culture, and apply new behaviors to current work situations. We meet with the coachee's leader again at the halfway point and conclusion of the coaching sessions to provide feedback and determine any followup needed.

Results
• Stronger relationship between the leader and peers
• Engagement survey results improved by 25% on pulse survey three months later
• Direct reports provided direct timely feedback to their leader
• Each direct report has a development plan in place
• Leader was nominated to attend the Executive Leadership program

Impact
The stronger a leader's skills in leading people, the greater the multiplier effect in positive impact to the organization, function, and team level. Exploring root causes for specific less desirable leader behaviors enhances self-awareness, enabling openness to lead with adjusted tactics. Stronger relationships with one's boss, peers, and direct reports opens new doors to collaboration, development, and innovation.