When we think of the Big Four consulting giants such as Deloitte, EY, Accenture, and PwC what often comes to mind is their global scale, well-known brands, and their impressive list of clients. But let’s pause for a second. Is size the only thing that makes them great?
Not really. Their real strength comes from something deeper their ability to deliver value, adapt to changing environments, and continuously evolve their people, processes, and mindset. That’s where the Change Management (CM) lens becomes interesting.
At eCEOs, we may not have thousands of employees or global offices (yet), but we do have something just as powerful: which is OUR POTENTIAL and WITH THE RIGHT MINDSET, we can absolutely chart our own journey towards becoming a top-tier consulting firm.
Change Management teaches us one simple truth: If we want the organisation to grow, the change must start with us, the people. Not from top-down instructions or KPIs alone, but from within.
So, how do we start? Here are four ideas viewed from a Change Management perspective that we all can reflect on:
1. Shift the Mindset: People First, Growth Always
In Change Management, lasting transformation does not begin with systems, it begins with PEOPLE. No matter how solid the strategy is, without individual buy-in, change just does not stick.
At eCEOs, we already have the kind of people who can lead this shift. But to grow into the consulting firm we aspire to be, we need a collective mindset that says: “I own my growth.” Whether you are a fresh graduate, a mid-career consultant, or a seasoned manager, the learning never stops.
This mindset shift means moving away from waiting for direction or structured training. Instead, it’s about choosing to grow, being curious, asking questions, sharing what you know, and stepping out of your comfort zone. Sometimes growth is formal through courses or mentoring but often, it’s the small things: picking up a new skill, helping a colleague, or simply asking, “What can I do better today?”
Let’s normalise learning. Let’s encourage knowledge sharing. Let’s build a culture where everyone at every level feels, empowered to think, act, and lead like a consultant. Because in this business, our strongest product is ourselves our thinking, our insight, and how we deliver.
And when we shift this mindset across the organisation, we don’t just grow as individuals, we elevate eCEOs as a whole.
2. Deliver with Purpose, Not Just Process
In the consulting world, deliverables are not just documents, they reflect who we are. Every slide, every report, every piece of advice we give is an opportunity to build trust and create impact.
But here’s where the Change Management perspective comes in: it’s not just about delivering what was asked, it’s about understanding what truly matters to the client.
That’s why we need to constantly ask: “Is this meaningful? Does it solve the real issue? Does it show that eCEOs understand them?”
When we start thinking this way, we move beyond just “getting things done.” We start delivering with clarity, depth, and value. The kind of work that makes clients say:
“This is why we chose eCEOs.”
“eCEOs understands us.”
And once we reach that level of trust, that’s when we know we are playing in the big leagues.
3. Be Bold. Be Different. Be Fast.
One of the biggest advantages of being a lean team like ours is our agility. Unlike large firms that require long lead times and multiple layers of approval, we can pivot fast, test new ideas, and take creative risks.
From a CM lens, this is a gift.
Innovation is not just about big inventions it’s about asking: “Is there a smarter way to do this?” or “Why are we still doing it this way?”
Let’s not be afraid to challenge the status quo, even if it’s been done the same way for years. Let’s make an innovative part of our DNA, not something we do once in a while, but something we live.
And most importantly, let’s act fast. In today’s world, speed and creativity can outpace size and tradition.
4. Shape Our Identity, Not Copy Others’
We do not need to mirror the Big Four to be taken seriously. In fact, the most respected consulting firms are the ones that stay true to themselves while delivering consistent, high-quality results.
That’s our opportunity at eCEOs.
We already have a strong foundation in purpose, people, and performance. From there, we can shape a brand that’s uniquely ours, rooted in smart thinking, local insight, flexibility, and human connection.
Clients do not remember templates. They remember how we made them feel, how we helped solve their challenges, and how committed we were to their success.
Let’s make that the eCEOs signature.
So, What Now?
We could wait until we grow bigger to start thinking like a top consulting firm Or, we could start now, with what we have, where we are, and who we are.
Project Management Book – Farewell to Failure, a book many of us here know well, taught us that failure isn’t the end. It’s part of the process. The real failure is not trying. The real opportunity is to learn, adapt, and keep moving forward.
And just like the stories in the book, our story at eCEOs is still being written.
So, what if we’re not one of the Big Four YET? What matters is that we believe in our potential, we act on our ideas, and we take responsibility for the kind of company we want to build.
The Change Management journey doesn’t begin with a memo or a strategy, it begins with each of us, deciding to think differently, working smarter, and aiming higher.
Think big. Begin with What We Have. Act now.
Because that’s how real change happens and how real consulting firms are born.
