Welcome to WITH-Consulting,

 

After two decades of being an early adopter of Netsuite: first Solution Provider in South Africa, merging with the first Solution Provider in the UK, I've come full circle to why Netsuite was so appealing: helping small and mid-sized businesses find exponential growth through access to the same powerful tools as larger organisations, thus becoming large organisations themselves. Netsuite was designed as a single unified cloud system, yet easily integrated with other best of breed systems, allowing one to work seamlessly from anywhere in the world, whilst providing a comprehensive dashboard  view of their operations at a glance. By streamlining processes and enhancing visibility, I'm available as your trusted certified Netsuite advisor to work together to unlock the fullest potential of your operations, empowering your unique journey with confidence.

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What We Do

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WITH-Consulting design future-fit ERP ecosystems for organisations already running on, or implementing, NetSuite - aligning enterprise architecture, governance, and intrinsic human motivation - so scale, adoption, and value creation actually stick. 

 

We operate at the intersection of ERP architecture, enterprise process design, and human systems foresight, working with organisations and leadership teams who may know their ERP functions technically - yet the organisation is not moving optimally with it. Our work ensures NetSuite becomes a catalyst for digital transformation WITH people, leaving constraints behind to bring better decisions, stronger collaboration, and sustainable performance.

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​Our approach is grounded in the belief that digital transformation is less about technology and more about the art of possibilities and the innovation the tech and people offer. Netsuite, when architected properly and implemented with people at its core, becomes a platform for rethinking how a business operates, scales, and creates value - not just a system of record.

 

Our expertise includes ERP architecture, implementation, multi-entity environments, process optimisation, governance, data integration, analytics, together with our people transformation strategy.

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To respond to volatility and set themselves up for sustainable growth, organizations need to implement a well-designed business architecture encompassing 

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Process | People | Data | Governance | Technology

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These elements must work in harmony, breaking down silos, to ensure operational transparency and support data-driven decision-making. This synergy empowers organisations to innovate and adapt swiftly to changing conditions.

 

At With Consulting we deal with all five elements:

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Technology plays a pivotal role; it serves as the backbone unifying these components. It enables the agility and resilience required to future-proof the organisation in an ever-evolving business landscape.

Processes -  help organisations standardise, streamline processes, improve efficiency, and reduce costs. Understand the processes across multiple geographies, regulatory contexts and systems and ensuring data is accurate and up-to-date.

Data - ensuring processes support appropriate data being recorded in the correct system at the right time while also integrating with external data sources 

People - ultimately is is people that are the enablers, the collaborators, the decision makers and the users of the other 3 elements. They drive the purpose for the others existing in the first place.

Governance - ensure relevant external and internal governance is understood and applied in the context of the business process and their regional context

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We always ensure we have a clear picture of both the external and internal factors impacting the organisation:

• EXTERNAL

  • Headwinds​

    • Inflation - e.g. in high inflation contexts the contractual and pricing elements may need to be enhanced to allow for more frequent and controlled changes​

    • Value chain disruption - in high volatility contexts what aspects of the supply chain may be impacted and how does the origanisation need to be able to adapt or flex to accommodate the volatility

    • Disruptive technologies - AI, digital sovereignty

    • Competitive forces - how adaptable does the organisation and its processes need to be to meet any competitive forces head-on

    • Geopolitical challenges

  • Crosswinds

    • Regulatory changes - is the organisation aware of and are they applying the appropriate level of regulation e.g. IFRS 16 for advanced revenue recognition​

    • Workforce demographic changes - 

    • ESG scrutiny

  •  Tailwinds

    • Growth Opportunities in new markets​

    • Digital Transformation

    • Disruptive technologies

• INTERNAL

  • ​Headwinds

    • Business process and Data and integrity​

    • Recruitment and Retention challenges together with skills shortages

    • Outdated technology

  • ​Crosswinds

    • Compliance to regulations​

    • Cybersecurity

    • Impact of transformation initiatives

  • ​Tailwinds​

    • Digital only business models​

    • Realtime planning and analysis

    • Hybrid working models and demand for flexibility

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Services

 

NetSuite Architecture & ERP Transformation

• Enterprise and multi-entity NetSuite architecture

• Global process standardisation with regional flexibility

• Governance, controls, and audit-ready operating models

• ERP ecosystem integration (BI, third-party platforms, data layers)

Human Systems & Intrinsic Motivation Design

• Intrinsic DNA© mapping for roles, leaders, and teams

• Interdependent Rules of Engagement© (I-ROE)

• Strengths-based role and operating model alignment

• Adoption, engagement, and leadership sustainability

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Who We Work With

 

• NetSuite-led organisations facing scale or complexity

• PE-backed and growth-stage businesses

• Boards and executive teams navigating transformation, integration, or change

• Organisations already running NetSuite

• PE-backed and growth-stage companies

• Boards and executive teams facing scale, integration, or complexity

• Leaders who know something must change, but not just the system

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Our approach is future-fit and unique because we embed this understanding into every engagement

 

• For technology: We architect, optimise, and integrate NetSuite ERP ecosystems to ensure seamless, scalable, and future-ready operations.

• For people: Through our partnership with WITH-Humanity, we map Intrinsic DNA© to natural motivations, identifying how employees’ talents can be harnessed while preventing overuse, underuse, or ego-driven distortions.

• For the organisation: We guide the optimal ratio of integration to differentiation, ensuring the system is neither too rigid nor too chaotic. This makes businesses more resilient, adaptive, and innovation-ready.

 

Why it matters:

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• Organisations using ERP without balancing integration and differentiation risk underutilised systems, disengaged teams, and lost growth opportunities.

• Businesses that understand this equation unlock sustainable performance, innovation, and employee engagement simultaneously.

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Integration & Differentiation: The Natural Equation Behind Every System

 

Every system — whether human, technological, or organisational — operates on a balance of integration and differentiation.

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• Integration is the connective tissue: the rules, structures, and agreed ways of working that allow individuals, teams, and technologies to function coherently together.

• Differentiation is the diversity within the system: the unique technology, networks, talents, skills, experiences, and motivations that give the system its adaptability, creativity, and resilience.​

 

This balance is natural: too much integration and a system becomes rigid, suffocating individuality, innovation, and responsiveness. Too much differentiation and it fragments, with conflicting actions, inefficiencies, and disengagement.

At WITH‑Consulting, we recognise that ERP systems like NetSuite provide integration, connecting people, processes, and data. But integration alone is insufficient - the people using and operating these systems drive true performance. Without accounting for the differentiation inherent in human talent and motivation, even the most sophisticated ERP system will fail to deliver sustainable outcomes with integrity.

 

Our promise: WITH‑Consulting brings ERP mastery and human systems insight together — ensuring your technology integrates, your people differentiate, and your organisation thrives as a coherent, adaptive, future-fit system.

 

NetSuite ERP Architecture & Optimisation

Led by Channing McDonald, co-founder/Certified Netsuite Consultant

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• Enterprise and multi-entity NetSuite architecture

• ERP ecosystem design (finance, operations, manufacturing, services)

• Process standardisation with regional flexibility

• Governance, controls, and audit-ready operating models

• Integration across BI, third-party platforms, and data layers

 

This is operator-level business and technology architecture - not template delivery.​​​​

 

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Intrinsic Motivation & Human Systems Design

Led by Samantha McDonald, co-founder/People Systems Foresight Practitioner​​​​​​

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• Intrinsic DNA© - mapping natural thinking, feeling, and behavioural patterns

• Identification of triggers/overuse / underuse patterns that derail engagement

• Intrinsic Talent-based role, environment, and leadership alignment

• Strengths-based recruitment, learning, and leadership integration

• Interdependent Rules of Engagement© to eliminate conflict and enable collaboration at scale

 

This work makes adoption stick — because it aligns systems to humans, not the other way around

 

 

 

 

 

 

Digital Transformation WITH People

 

Why WITH-Consulting Brings Something New

 

Most organisations oscillate between:

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• Control (too much integration), or

• Chaos (too much differentiation)

 

WITH-Consulting, through WITH-Humanity, addresses the human operating system itself:

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• We identify how people are naturally wired (their intrinsic motivation and talent)

• We make visible how strengths can over- or under-fire under pressure

• We establish Interdependent Rules of Engagement© so people know how to be together without losing themselves

 

This is how teams move from:

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• Dependency → Interdependence

• Codependence → Responsible autonomy

• Engagement theatre → Sustainable contribution

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We help organisations move from:

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• hierarchy to interdependence

• compliance to conscious contribution

• role fit to intrinsic alignment

• system rollout to system stewardship

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Our Position

 

• We are not implementers

• We are not HR

• change managers

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We are operator-level architects of future-fit business systems working at C-suite and board-facing level - technical and human - while remaining grounded enough to intervene where reality demands it.​​

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We typically engage where:

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• transformation risk is high

• complexity is real

• leadership maturity is required

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Why This Matters Now

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In complex, global, technology-enabled organisations:

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• Systems are more integrated

• People are more diverse

• Pressure is constant

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"Over 60% of employees globally are disengaged" Gallup

 

Most transformation programmes still:

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• force people into roles misaligned with intrinsic motivation

• reward compliance over contribution

• impose culture instead of designing it

 

This creates:

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• ERP underutilisation

• leadership fatigue

• attrition of high-value talent

• stalled post-deal value creation

 

Its not the Technology that fails, its that the human systems were never designed - at WITH-Consulting we do this intentionally.

 

"Over 70% of M&A integrations now assess culture as a critical risk factor" PwC​​​​​​​​

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Without a conscious balance of integration and differentiation:

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• Even the best ERP systems fail

• Even the strongest talent disengages

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When Integration & Differentiation Are Out of Balance

 

Every system, whether human or technical, relies on a natural balance of integration and differentiation. Misalignment leads to inefficiency, conflict, or outright failure — but the “correct” ratio depends on the organisation, systems and the people operating within it.

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Technical Systems (ERP + IT)
Imagine a company using NetSuite ERP, connected to other IT systems (BI dashboards, CRM, MES).

• Too much integration: All systems are tightly coupled with rigid rules, automated workflows, and centralised controls. While data is consistent, the system is fragile. Any exception or localised process change — such as a new regulatory requirement in a subsidiary — can break workflows, causing operational downtime.

• Too much differentiation: Systems are loosely connected, with manual workarounds, local customisations, and inconsistent processes. The result is fragmentation: duplicate data, reporting errors, inefficiencies, and missed business opportunities.

Organisation (Teams & Culture)

• High differentiation, low integration: In a South African team accustomed to independence and entrepreneurial thinking, strong individual talents can shine. But without clear rules, decision rights, and processes (integration), conflicts emerge: duplicated effort, misaligned priorities, and slow execution.

• High integration, low differentiation: In a highly hierarchical environment like China, clear processes, top-down directives, and tight coordination allow operations to scale. Yet without room for individual talents and initiative (differentiation), creativity is stifled, engagement drops, and the system struggles to adapt to unexpected challenges.

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When Human Systems Lose Balance

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Human Systems (Teams & Individuals)

Every human system — a team, a leadership group, a family, even an individual — operates on a natural ratio of integration and differentiation.

• Integration = the shared rules of engagement, mutual accountability, clarity of roles, and agreed ways of working together

• Differentiation = the uniqueness of each person: how they naturally think, feel, decide, contribute, and are motivated

 

When the ratio becomes unhealthy, human behaviour distorts — even when everyone has good intentions, because these two forces are always present.

 

Too Much Integration: When Interdependence Disappears

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When integration is over-emphasised:

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• Uniformity is rewarded over individuality

• People are expected to think, act, and contribute in the same way

• Authority, compliance, and “fitting in” override authentic contribution

 

What happens:

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• Individuals suppress their natural talents to belong

• People become dependent on direction, approval, or hierarchy

• Initiative, responsibility, and shared ownership decline

 

This is not interdependence — it is dependency disguised as teamwork.

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The system may look stable, but it becomes brittle:

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• Creativity drops

• Honest disagreement disappears

• People disengage quietly or burn out

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Too Much Differentiation: When Teams Slide into Codependence

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When differentiation is over-emphasised:

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• Everyone operates independently

• Boundaries, decision rights, and shared accountability are weak

• Strong personalities dominate without collective restraint

 

What happens:

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• Teams become fragmented and reactive

• Emotional dynamics replace clear agreements

• People unconsciously adapt themselves to others to keep the peace

 

This creates codependence:

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• Over-accommodating behaviour

• Avoidance of conflict

• Emotional entanglement instead of healthy collaboration

 

Here, strengths over-shoot becoming weaknesses:

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• Empathy becomes people-pleasing

• Responsibility becomes over-functioning

• Adaptability becomes self-erasure

 

A healthy ratio of Integration & Differentiation is what Interdependence Truly Means

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Interdependent Rules of Engagement© is not sameness:

 

Interdependence is the unique differences held together by shared agreements - a healthy ratio of Integration & Differentiation

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A healthy human system:

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• Allows people to remain differentiated (authentic, distinct, intrinsically motivated)

• While operating within clear, mutually agreed rules of engagement

• So that responsibility, agency, and contribution are shared — not imposed or entangled

 

This balance is what enables:

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• Psychological safety and accountability

• Autonomy and cohesion

• Individual strengths and collective performance​

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The future of high-performing organisations is not more control or more freedom — it is the right ratio of both.

That is what we design. WITH people. WITH technology. WiTH-Consulting.​

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Culture, for us, is not a “soft” concept - It is a governance mechanism that determines whether strategy survives contact with reality.​​

 

The WITH Philosophy

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WITH on its own is just a word.
Add intention, and it becomes a system.

 

People are born interdependent.
When organisations honour this truth — aligning intrinsic motivation with enterprise systems — they unlock sustainable performance, innovation, and long-term leadership.

 

This is the future of digital transformation.

 

This is WITH-Consulting.