Proven Results Across Sectors

Real Transformations. Measurable Outcomes. Sustainable Partnerships.

High Performance through Engagement (HPtE) has transformed adversarial workplace relationships into strategic partnerships across aviation, healthcare, manufacturing, and public sectors—delivering measurable commercial, customer, and cultural improvements.

Transformation at a Glance

Zero Strike Days

5 years of industrial peace at Air New Zealand across multiple unions (2015-2019)

Millions Saved

Post-strike partnership development in aviation preventing future disruption and loss of productivity

60+ Improvement Teams

Joint union-management teams delivering systematic problem-solving

3Cs Integration

Every transformation strengthens Commercial Responsibility, Customer Value, and Constructive Culture simultaneously

Air New Zealand: From “Punch and Judy Show” to Partnership Excellence

Challenge: Decades of adversarial union-management relationships across 70% unionised workforce (11,000+ employees)

Approach: Formal HPE Charter, multi-level governance structure, Interest-Based Problem Solving across six initial improvement teams

Results:

  • Zero strike days across five years (2014-2019)
  • Major operational challenges resolved collaboratively: base closures, fleet transitions, efficiency improvements
  • Sustainable partnership structures functioning independently after external facilitation
  • CEO Christopher Luxon became New Zealand Prime Minister—demonstrating transferable leadership capability

Read the Full Air New Zealand Case Study →

Thomas Cook Airlines: Crisis to Partnership

Challenge: Post-strike relationship repair between pilot union and management; trust fractured after significant cost from industrial action

Approach: Rapid HPtE intervention applying Interest-Based Problem Solving to rebuild trust and develop collaborative framework

Results:

  • First successful pay deal following industrial action
  • Relationship transformation from adversarial to collaborative partnership
  • Breakthrough methodology development under high-stakes conditions
  • Foundation established for ongoing partnership (pre-company closure)

Full case study coming soon

British Airways: Enterprise-Scale Transformation

Challenge: Building sustainable partnership following industrial action; scaling collaborative problem-solving across complex airline operations

Approach: HPtE Leadership Team governance, multiple High-performance Improvement Teams (HITs), internal facilitator development

Results:

  • Multiple improvement teams operating across operational and strategic challenges
  • Internal capability building: facilitators advancing to trainer and practitioner levels
  • 3Cs business case development delivering balanced commercial, customer, and cultural value
  • Programme expansion across divisions demonstrating measurable partnership value

(Full case study details subject to confidentiality agreements)

Results by Sector

✈️ Aviation

From pilots to cabin crew, ground staff to engineers—HPtE transforms aviation’s complex multi-union environments into collaborative partnerships.

Airlines we’ve worked with:

  • Air New Zealand (2014-2019)
  • Christchurch Engine Centre (2021)
  • Airways NZ Limited (2016, 2023)
  • Thomas Cook Airlines (2017-2019)
  • Northern Region Helicopters Limited (2022)
  • British Airways (2020, 2024-present)

Typical challenges addressed:

  • Post-strike relationship repair
  • Rostering and scheduling conflicts
  • Fleet transition and base consolidation
  • Multi-union coordination
  • Operational efficiency with protected conditions

Available case studies:

🏥 Healthcare

Clinical excellence requires collaboration. HPtE brings systematic problem-solving to complex healthcare environments.

Sectors served:

  • Auckland District Health Board
  • Auckland Regional Public Health Service
  • Waipuna Hospice

Typical challenges addressed:

  • Clinical pathway efficiency
  • Cross-functional collaboration
  • Staff engagement and retention
  • Quality improvement initiatives
  • Union-management partnership development

🏭 Manufacturing

Frontline expertise unlocks operational excellence. HPtE engages production teams in systematic improvement.

Applications:

  • Production facilities
  • Supply chain optimization
  • Quality management systems
  • Waste elimination programmes

Typical challenges addressed:

  • Production efficiency improvement
  • Safety protocol development
  • Process redesign collaboration
  • Employee engagement in continuous improvement

🏛️ Public Sector

Citizen value demands collaboration across organizational boundaries. HPtE brings structure to complex multi-stakeholder environments.

Sectors served:

  • Local government services
  • State-owned enterprises (rail, ports, utilities)
  • Multi-agency service delivery
  • Regulatory bodies

Typical challenges addressed:

  • Service delivery transformation
  • Cross-agency collaboration
  • Union-management partnership
  • Public value optimization
  • Change management in complex political environments

What Makes HPtE Transformation Different?

Systematic Methodology, Not Just Goodwill

  • Formal governance structures (Leadership Teams, improvement teams, escalation protocols)
  • Interest-Based Problem Solving (structured four-step process)
  • 3Cs Model ensuring balanced value creation
  • Theory of Constraints thinking tools for breakthrough solutions

Sustainable Results, Not Temporary Peace

  • Internal capability building from day one
  • Methodology transfer, not consultant dependency
  • Embedded structures that outlast facilitation
  • Cultural transformation through demonstrated behaviour

Proven in High-Stakes Environments

  • Post-strike recovery when trust is fractured
  • Multi-union coordination in complex environments
  • Major operational changes (base closures, fleet transitions)
  • Commercial pressure requiring efficiency without compromising culture

Common Transformation Patterns

Pattern 1: Crisis Intervention

Starting Point: Industrial action has occurred; relationships fractured

HPtE Approach: Rapid trust-building through structured dialogue, Interest-Based Problem Solving on immediate pain points, governance structure establishment

Timeline: 3-6 months to stabilize; 12-24 months to full partnership

Examples: Thomas Cook Airlines, British Airways (2020)

Pattern 2: Proactive Partnership Development

Starting Point: Adversarial pattern recognized; leadership committed to better approach

HPtE Approach: HPE Charter development, multi-level governance implementation, pilot improvement teams delivering early wins, systematic expansion

Timeline: 6-12 months to proof of concept; 2-5 years to cultural transformation

Examples: Air New Zealand (2014-2019)

Pattern 3: Scaling from Success

Starting Point: Successful partnership in one division; ready to expand

HPtE Approach: Internal facilitator development, governance structure adaptation, capability building for self-sufficiency

Timeline: 12-24 months per division/union partnership

Examples: British Airways Flight Operations → expansion

Outcomes You Can Expect

Commercial Responsibility

✅ Cost savings through waste elimination (not conditions reductions)

✅ Strike avoidance and industrial peace

✅ Faster implementation of operational improvements

✅ Better commercial decisions through 3Cs analysis

✅ Productivity improvements with employee support

Customer Value

✅ Service quality improvements from frontline insights

✅ Operational resilience through collaborative problem-solving

✅ Innovation driven by those closest to customers

✅ Brand reputation enhancement

Constructive Culture

✅ Trust replacing suspicion in union-management relationships

✅ Collaboration becoming organizational habit

✅ Internal capability to facilitate transformation independently

✅ Sustainable high performance, not temporary improvement

✅ Employee engagement and retention improvement

Is Your Organisation Ready?

HPtE delivers proven results when organisations face:

  • Union-management relationships that are adversarial and blocking progress
  • Post-strike situations requiring relationship repair
  • Major operational changes requiring collaborative implementation
  • Cross-functional silos preventing needed transformation
  • Competitive pressure demanding greater efficiency AND engagement
  • Leadership commitment to genuine partnership, not just consultation

The question isn’t whether partnership is possible. The question is whether you’re ready to commit to the systematic approach that makes it work.

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Currently Available Case Studies

Aviation

Other Sectors

Additional case studies in development across healthcare, manufacturing, and public sectors

HPtE has been proven in some of the most challenging workplace relationships imaginable. If transformation was possible there, it’s possible in your organisation too.