ABU MAIYAKI INC
Coaching & Consulting Practice

Transforming organizations and leadership for the evolving future of work

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What We Do

01. About Us

OUR MANAGING PARTNER
Abu Maiyaki is an Enterprise Transformation Executive Consultant dedicated to reshaping organizations and leadership for the evolving future of work.With 20+ years of experience, leading transformation programs and complex change projects, Abu has extensive experience working with senior executives and their management teams in delivering strategic change across a wide range of business operations, people functions and IT systems.He has participated in over 50 enterprise-wide initiatives from $36bn public sector institutions, multi-lateral funding agencies, not-for-profits, start-ups to Fortune 100 companies. This has included roles as Vice President, Agile Transformation, Morgan Stanley, where he was at the forefront of leading a successful global service management transformation.In addition to his consulting role, Abu serves as an Adjunct Professor, Leadership and Strategic Management at Centennial College, Toronto, ON where he merges practical leadership insights with academic principles.He holds Engineering degrees from the University of Kent, Canterbury (B.Eng, Hons) and the University of London, King’s College (M.Sc). He is deeply committed to lifelong learning and holds certifications in enterprise architecture, lean six sigma, change and project management to name a few.

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What We Do Well

02. What We Do Well

MAJOR CHANGE
The true purpose of every enterprise is to serve its customers, employees, and communities. We understand this and embrace intimacy with our clients, partners and stakeholders in honoring their role and contribution.
We help our clients define what is important on their transformation journey, especially the small (most important) stuff.
Clients hire us to bring deliberate focus back to their most important assets — their people. We do this by enabling decision-making, supporting bold thinking, creating space for inventiveness and culture change.

Strategy
Strategic planning & development, Business case development, Enterprise strategy roadmap, Governance model framework, Capability maturity development

Transformation
Enterprise business architecture, Business process re-engineering, Organizational assessment & design, Organizational change management, Program & project management

Engagement Types
Organizational transformation (Modernization, Transition, Re-organization, Re-alignment, New operating model, Business Readiness, Business model innovation)
Service transformation (Service delivery design, IT Service management, Customer/ User experience journey mapping)
Digital transformation (Cloud strategy, Cybersecurity & IT governance, ERP implementations, Generative Ai strategy execution, IT Service Management)

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03. What We Do Well (2)

LEADERSHIP ADVISORY & COACHING
Personal alignment, leading with purpose, having a voice, owning your space, transforming lines of businesses! These do not just happen – they take work and leaning hard into who you are. Think about what you could actually achieve with your realized potential, how much more you could personally grow. Now, imagine your contribution to serving your teams and organization.

Training & Development
Leadership competency assessment, Team effectiveness

Coaching
Leading change, Leading others, Personal branding, Vision/ clarity, Goal setting, Follower as leader, Leadership communication

Engagement Types
High attrition, New people leader, People and culture change, Strategic leadership advisory

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Our Approach

04. Our 4A's Approach

We believe we are different. Here is why — Because we are non-traditional as a practice, every outcome is different and the results, always the same: deepened stakeholder intimacy, higher integrated teams, and simple effective systems.

ASSESS
Define Vision, Confirm Scope and Objectives.
ANALYZE
Detailed Analysis and Recommendations.
AGREE
Confirm Priorities and Develop Plan of Action.
ACTION
Deliver Final Report and Execute.

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Our Operating System

05. A New Approach To Enterprise Transformation

The Enterprise Transformation Operating System: Rethinking Change for Modern Organizations.

When organizations embark on transformation efforts, it’s common to hear grand statements like, “Once this transformation is complete, everything will run smoother, faster, and more efficiently.” It sounds promising, but the reality of achieving meaningful, lasting change is far messier.To address this challenge, many organizations turn to established transformation frameworks—Kotter, ADKAR, McKinsey’s 7S, and others. While each has its merits, these models often come with built-in assumptions that fail to capture the complexity of organizational transformation. In some cases, these assumptions even hinder progress.Assumption #1: Transformation is a linear journey.Most frameworks treat transformation as a step-by-step process with a clear beginning and end. They assume that organizations move smoothly from planning to execution, then to completion—as if crossing a finish line.We believe transformation is a dynamic and iterative process. There’s no finish line where everything suddenly becomes perfect. Instead, transformation unfolds at different speeds across different parts of the organization, often requiring revisits, recalibrations, and continuous improvement.Assumption #2: Transformation can be contained within boundaries.Traditional models assume that change initiatives operate in closed systems, neatly separated from external influences. You’ll hear phrases like, “This department will handle the change,” or “Our customers won’t be impacted.”We believe transformation happens in open systems. Every part of an organization is interconnected, and external factors—from market trends to customer behaviors—are constantly influencing internal dynamics. Effective transformation requires acknowledging and adapting to these external and internal interactions.Assumption #3: Leadership drives change top-down.The traditional view sees leaders as the architects of change, cascading plans and directives down through the ranks. It’s common to find change management plans filled with top-down communication strategies.We believe transformation leadership comes from all levels. While senior leaders set the vision, true transformation sticks when middle managers and frontline employees actively contribute to shaping and sustaining it. Transformation isn’t pushed down—it’s built from every angle.Assumption #4: Transformation is complicated but solvable with clear communication.Frameworks often frame transformation as a puzzle: complicated, but manageable if you provide enough training, memos, and town halls.We believe transformation is complex and emergent. It’s not just about communicating the change—it’s about shifting behaviors and mindsets. Transformation ripples across an organization in unpredictable ways, creating new challenges and opportunities as it unfolds.Assumption #5: The problem and solution are predefined.Many models assume organizations know the exact problem they’re solving before launching a transformation initiative.We believe transformation begins with hypotheses. Rarely is the problem fully understood at the outset. As systems shift and behaviors change, the problem often evolves. Transformation efforts must remain flexible to adapt to these shifts.Assumption #6: A single framework works for all transformations.Traditional approaches often rely on one-size-fits-all models, applied universally to all transformation efforts.We believe organizations need a tailored, modular approach. Different challenges require different tools. An enterprise transformation operating system (ETOS) combines the best elements of multiple frameworks, adapting to the unique needs of each organization.

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Our Operating System

06. The Enterprise Transformation Operating System (ETOS)

The ETOS is a dynamic, integrative framework designed to address the shortcomings of traditional models. It:Aligns Leadership: Ensures leaders at all levels are unified and adaptable.Prepares Culture: Builds readiness for change at every organizational layer.Focuses Strategy: Prioritizes high-impact initiatives aligned with long-term goals.Ensures Discipline: Establishes governance and feedback loops to sustain momentum.Embraces Complexity: Incorporates agility to navigate the unpredictable.

If your organization is struggling with transformation, start here:Assess Your Reality: Identify gaps in alignment, culture, and execution.Leverage the ETOS: Drive execution and sustain momentum with a tailored framework that connects strategy, culture, and execution.Start Small: Pilot the system in one area, refine it, and scale it across the organization.Measure and Adapt: Use metrics to track progress, celebrate wins, and adjust as needed.Transformation isn’t a straight line or a single event—it’s a living process. By embracing the complexity and adopting the Enterprise Transformation Operating System (ETOS), organizations can create change that truly lasts.