Proven practice, with the people the change affects brought along.
Trinity.
I’m Ho. Trinity brings my 25 years of managing and delivering change inside multinational companies together with what comes naturally to me: the human side of change.
One leads in any piece of work. The other two complete it.
Leadership first: the vision, and what success should feel like for its people.
Then every team, site and level, in confidence and in their own words.
We shape the roadmap together and deliver it. The most important topics first, each with a named owner.
Your people carry it forward. I step back. The result is yours.
Engagement is something you feel, and also count. Gallup’s most engaged teams against the least engaged, 3.35 million employees, 2024. Change is where this gap is most at risk.
Higher productivity in sales
Higher profitability
Lower absenteeism
Lower turnover
Source: Gallup Q12 Meta-Analysis, 2024. Turnover: higher turnover organisations.
Each one written for one organisation. Names replaced; what they told me stays with me.
Engage each site first, then one operating model the sites shape themselves.
Listen across the agency, then a roadmap for the culture as it scales. In English and Italian.
Career advisors and line managers, on the human side of managing people.
Keep what works, refine how change is delivered. The value is already in the vault.
Listen to every team, identify the topics and issues to address, then a delivery roadmap based on what matters most to the business.
Say it first, and be the calm in the storm, from the founder outwards.
A rare combination of strategic vision, emotional intelligence, and practical execution.
Almost like watching an orchestra conductor at his best. What I appreciated most was his kindness.
He brings energy, clarity, and a genuine sense of inclusivity to every interaction.
In a virtual room of 50 people, Ho had the ability to make us all sit back, pay attention and listen.
I really appreciated his leadership and diplomatic skills which helped to keep the team motivated.
Ho knew how to cultivate a good spirit, which was his signature… A manager who trusts you.
Ho’s soft skills, happy warrior demeanor and common sense approach were important in successfully changing the way business and technology stakeholders cooperate.
Very professional and structured but also a kind and well spirited human.
His communication style was open, empathetic, and motivating.
Effortlessly unique and intelligent.
He noticed a cumbersome task in my day to day and offered to automate it. No ulterior motives.
The legacy I create is how people felt whilst working with me.
Calm in the room. Clarity in the complexity.
I started in consulting, then spent most of my career inside the organisation, delivering change alongside the people it affects. That keeps what I propose practical, and sized to what people can carry. I recently started guest lecturing at HEG Business School.
“I want to be a positive influence at work: the organisation performs, and its people are fulfilled.”
Large programmes get noisy. My contribution is steadiness: I bring the temperature down and help a room hear itself again.
Business, technology, finance and operations often speak past one another. I hold the conversation open until a shared picture appears.
Dynamism, logic and pragmatism. Large scale change, with adoption as my specialism.
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Every stop from Capgemini to Trinity, and the people along the way.
Read the résumé →A person, three marks of speech at their own angles, and a pause in the middle: where people work out what they mean.
The story behind the name →Curiosity first. The next step is the smallest one: a conversation, with no obligation attached.
A few lines is plenty.
Know someone bringing people through change?Every proposal above began with “you should talk to…”. I will look after anyone you send my way.
Introduce us