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What services does ThinkWorkPlay offer?

ThinkWorkPlay helps mission-driven organisations in five ways. 

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Every engagement, whatever the service, follows the same four-step DATA methodology: Discover, Analyse, Tailor, Activate.

What is the ThinkWorkPlay DATA Framework?

The DATA Framework is ThinkWorkPlay's four-stage methodology, Discover, Analyse, Tailor, Activate, used to build a bespoke, evidence-based solution for every organisation, in every service offered.

 

  1. Discover: we gather the real data first, space, systems, workflows, sentiment, whatever is relevant to the problem at hand. We're the data whisperers, making different data siloes talk to each other.

  2. Analyse: we diagnose what that data actually shows, and how far you currently are from where you want to be. Full honesty included.

  3. Tailor: we design a response built for your organisation specifically. No generic template: your unique challenges and opportunities dictate what this will look like.

  4. Activate: we provide a roadmap to your desired outcomes, and help the solution take hold in daily practice, whether through a communications campaign, training sessions, or KPI tracking.

 

These four stages apply to every service below. What changes each time is what we're discovering, analysing, tailoring and activating.

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What does Human-Centric AI Transformation involve?

Human-Centric AI Transformation assesses your organisation's readiness for AI and sets the strategic direction for adoption, redesigning processes so AI frees up time and capability rather than replacing people or entrenching a "black box."

 

  1. Discover: audit current workflows, tools and levels of employee trust in AI.

  2. Analyse:  assess organisational readiness and identify governance gaps.

  3. Tailor:  build the adoption roadmap and ethical governance framework for your context.

  4. Activate: support pilots and set up value and benefit tracking as adoption scales.

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Example outcomes:

 

  • Audit workflows for AI integration potential.

  • Establish clear AI ethical governance.

  • Track benefits and value realisation as investment scales.

 

In Action:

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  • Making AI transformation stick: from shadow AI to governed strategy. Engagement for a UK professional services SME to move from unofficial ChatGPT use to a trained, adopted AI strategy. → Read the full project

What does Change Management and Training engagements involve?

Change Management & Training designs and delivers the workshops, training and adoption campaigns that turn new ways of working, flexible or AI-enabled, into daily habit rather than policy on paper. Sessions run from graduate to executive level, in person and remotely.

 

  1. Discover: map roles, personas and where adoption is most likely to stall.

  2. Analyse: identify who needs what kind of support and training.

  3. Tailor: build persona-led adoption plans and workshop curricula.

  4. Activate: run training, stand up champion networks, and embed new habits.

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Example outcomes:

 

  • Design persona-led adoption plans for different teams and roles.

  • Stand up champion networks and hands-on labs to sustain adoption.

  • Develop transparent, accountable leadership habits.

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In Action:

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  • Making AI transformation stick: from shadow AI to governed strategy. Engagement for a UK professional services SME to move from unofficial ChatGPT use to a trained, adopted AI strategy. → Read the full project

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What does a Workplace Experience Audit involve?

A Workplace Experience Audit analyses how your physical space, technology and work patterns impact your team's daily experience, identifying the friction points that drain collective energy, and proposing bespoke solutions to fix them.

 

  1. Discover: gather data across space utilisation, digital workflows and employee sentiment.

  2. Analyse: pinpoint the specific friction points and cost inefficiencies driving the problem.

  3. Tailor: build a prioritised set of recommendations, sized to your organisation.

  4. Activate: hand over an audit report and implementation roadmap, embedding the fixes that matter most.

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Example outcomes:

 

  • Identify office space cost inefficiencies.

  • Fix digital workflow bottlenecks.

  • Map team collaboration and uncover key friction points.

 

In Action:

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  • Workplace audit: office capacity vs hybrid mandate and usage patterns. Compares office capacity against hybrid mandate policy and actual usage patterns using predictive analytics. → Read the full project

  • Work style audit: the 'shadow shift' and the career costs of caregiving. Conceptual framework modelling for a 120-person UK fintech, correlating digital collaboration patterns with caregiving status. → Read the full project

What does a Hybrid & Flexible Work Strategy engagement involve?

A Hybrid & Flexible Work Strategy engagement designs hybrid working models that balance team flexibility with business and operational needs, replacing "gut feeling" with data-backed frameworks and policies.

 

  1. Discover: reveal attendance patterns and employee sentiment, and compare against your current flexible policy, if one exists.

  2. Analyse: examine the gap between the spatial offering and what people actually experience day to day.

  3. Tailor: create equitable policies, hybrid workflows and team rulebooks specific to your operating model.

  4. Activate: roll out the policy with manager guidance and comms support, so it holds in practice.

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Example outcomes:

 

  • Design equitable flexible work policies.

  • Develop hybrid team workflows and rulebooks that bring out the best in people.

  • Streamline cross-location communication protocols.

 

In Action:

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  • Work style audit: the 'shadow shift' and the career costs of caregiving. Conceptual framework modelling for a 120-person UK fintech, correlating digital collaboration patterns with caregiving status. → Read the full project

  • The choice advantage: autonomy over amenity. PhD research into flexible working, productivity and wellbeing, by Dr Madi Hanc, ThinkWorkPlay founder. → Read the full project

What Is Fractional Workplace Analytics?

Senior guidance on ongoing employee experience initiatives, on the days you need it, without a full-time hire. Because this is a standing engagement rather than a project with an end date, the DATA framework runs as a continuous cycle rather than a one-off sequence. 

 

  1. Discover: track utilisation and workplace satisfaction data on an ongoing basis.

  2. Analyse: turn that data into dashboards and KPI frameworks for leadership reporting.

  3. Tailor:  bring senior judgement to live decisions, on the days you need it.

  4. Activate: embed feedback loops that inform ongoing workplace decisions, then loop back into Discover as circumstances change.

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Example outcomes:

 

  • Utilisation and workplace satisfaction analytics.

  • Dashboard design and KPI frameworks for leadership reporting.

  • Embedding feedback loops that inform ongoing workplace decisions.

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