People, process, and culture account for 80% of the AI transformation challenge.
— MIT State of AI in Business 2025Technology accounts for only 20%. Yet most organizations invest the other way around.
— MIT State of AI in Business 2025Overview
Most organizations can deliver change. Very few can make it stick.
Enterprises roll out solutions, hit go-live, and declare success. But without sustained changes in how people work, the full value never materializes.
We see this pattern consistently across organizations:
- People understand the change, but don't commit to it
- Managers support the idea, but not the behaviour shift
- Training happens once, not until capability exists
- Old ways of working quietly return
Ethicrithm applies trusted change management methodology to turn intent into adoption. By focusing on individual and leader behaviour, not just milestones, we help organizations move beyond awareness to real, sustained performance change.
This is not a communications problem or a training problem. It is a behaviour change problem, and it requires a different kind of intervention at every level of the organization.
The bottleneck is rarely technology. It is people, process, and culture. And those things don't change on their own.
of AI projects fail to deliver expected benefits.
That rate is twice as high as for traditional IT projects. The bottleneck is rarely technology, it is poor user adoption, employee resistance, lack of trust, and inadequate workflow integration.
AI initiatives fail not because the platform doesn't work, but because the organization was never prepared for the change the platform requires.
— BCG ResearchThe Challenge
Deployment is not the finish line
Palantir Foundry connects data, logic, and decisions directly into operational workflows, and it does so fast. But that speed also means organizations need to change how they operate, quickly and at scale.
AI transformation is 20% technology and 80% organizational change. The real work lies in redesigning roles, rethinking workflows, and building the confidence and capability of teams to use AI effectively. One-time training creates awareness, not behaviour change.
- How do people actually change how they work, day to day?
- How do managers lead through continuous change, not one-time rollouts?
- How do new ways of working replace old habits at scale?
- How do organizations move from awareness to sustained adoption?
Our Approach
Change management that answers the right questions
Organizational Change Management is not just about training and communications. It is what turns capability into outcomes. We design and implement change management solutions built around five core questions.
Why are we changing?
Who must do their job differently, and how?
How much of our outcomes depend on adoption and usage?
What will we do to support adoption and usage?
How will driving adoption and usage improve results?
Organizations that invest in culture change see dramatically better outcomes.
Companies with bold commitments to organizational change management consistently outperform those that treat transformation as a technology project. The difference is not the platform, it is the people strategy around it.
— BCG ResearchIdentifying Those Impacted by Change
Every level of the organization plays a role.
Our approach identifies the key players impacted by change and activates each of them in a way that builds momentum from the ground up.
The People Doing the Work
We design the plan to deploy new ways of working across teams and departments, giving employees control and agency in their day-to-day work.
From "I'm supposed to use this" to "I know how to use this well."
The Connective Tissue
Change champions embedded in the business actively support and accelerate adoption. They influence individual behaviours at scale in ways that formal change roles cannot.
They bridge the gap between change strategy and lived experience.
Leading Through Change
We provide tools that enable leaders to communicate, advocate, and coach effectively, building trust with employees, mitigating resistance, and building support at every level.
Leaders who are equipped to lead change don't just manage it, they accelerate it.
The Grassroots Movement
We identify and enable individuals who want to build their own Palantir Foundry use cases. By turning users into contributors, you ignite ongoing adoption and amplification from within.
From passive users to active platform contributors.
How It Works in Practice
Built into every project, not bolted on at the end
Ethicrithm incorporates change management best practices into every engagement. We work closely with stakeholders and end users to understand their current workflows, pain points, and desired outcomes, then build alongside them to create solutions they embrace.
This collaborative approach ensures we are not just meeting the organization's goals but delivering measurable value that lasts beyond go-live.
Our change management practice doesn't stop at the project level. We work across the broader organization to build visibility, alignment, and buy-in at every level, from frontline users to executive sponsors.
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Individual
Build the will and the skill
Develop the knowledge, confidence, and capability for individuals to change how they work and sustain that change over time.
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Team
Redesign workflows together
Work with teams to integrate new ways of working into daily operations, replacing old habits with new ones that stick.
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Leadership
Enable leaders to lead change
Equip people leaders with the tools to communicate, coach, and advocate, turning managers into active change accelerators.
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Organization
Create lasting structural change
Reinforce new behaviours through systems, incentives, and governance so transformation becomes embedded in how the organization operates.
faster at meeting or exceeding project objectives.
Organizations with bold commitments to Organizational Change Management report a 7× acceleration on outcomes, when approached consistently and with a clear plan.
— Prosci ResearchOutcomes
When people engage, organizations move forward.
OCM-enabled organizations don't just hit milestones, they build the organizational muscle to sustain and grow transformation over time. People engage, outcomes improve, and confidence compounds.
Organizational outcomes are the collective result of individual change, and managing that change means starting with the people experiencing it.
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01
The need for change is clearly defined and consistently reinforced across the organization.
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02
The desire to change is built through visible leadership, champion networks, and meaningful engagement.
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03
The knowledge of how to change is embedded through role-specific training and ongoing capability building.
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04
The ability to implement is demonstrated through real performance change, not just awareness.
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05
Sustained adoption is reinforced through governance, feedback loops, and continuous improvement cycles.
Lee Stanfield
Chief People Officer & VP, OCM for AI Practice
Lee Stanfield is Chief People Officer and Vice President of Organizational Change Management at Ethicrithm. In this role, she is accountable for building the systems, practices, and culture that enable high-performing teams to do meaningful, impactful work, both internally at Ethicrithm and with clients. She partners closely with leaders to ensure people, change, and delivery are thoughtfully aligned to business outcomes.
Lee brings deep experience in people strategy, HR transformation, and organizational change across a range of industries, including technology, energy, healthcare, education, retail, and government. Prior to joining Ethicrithm, she held senior leadership and consulting roles where she led large-scale transformations, built and scaled employee experience practices, and supported organizations through complex change enabled by technology. Her work consistently focuses on translating strategy into practical, adoptable change that delivers real value.
At her core, Lee is motivated by helping people do their best work. She is known for bringing clarity to ambiguity, asking thoughtful questions, and creating space for teams to learn, adapt, and grow. Lee values trust, curiosity, and collaboration. She believes the most sustainable results come from balancing strong governance with empathy and humanity.
Lee is a lifelong learner with a strong interest in how technology, data, and human systems intersect. She continues to invest in her development through ongoing learning in organizational change, leadership, and emerging technologies. She stays closely connected to the broader people and transformation community through mentorship, advisory work, and industry involvement.
Lee is also a volunteer Board member with Women in Communications and Technology – Alberta Chapter. She is passionate about amplifying the voices of women in technology and is grateful for exposure to women at all stages of their careers.
Build a change system that drives sustained adoption and measurable outcomes.
Explore how Ethicrithm helps organizations unlock the full value of their Foundry investment through change that sticks.
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Ethicrithm is an equal opportunity employer and values diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.