Clarity-to-impact-organisations | Ann-Murray Brown Consultancy

Clarity-to-Impact® for Organisations

Most organisations don’t struggle with Monitoring, Evaluation and Learning (MEL) because they lack data.

They struggle because their MEL systems were never designed to support real decisions.

Over time, indicators multiply. Reporting fragments. MEL teams spend their energy servicing donor templates instead of strengthening strategy.

When leadership eventually asks,“What changed because of our work?”
the system cannot answer with confidence, not because people failed, but because the system was never built for that question.

Clarity-to-Impact® is Ann-Murray Brown’s trademarked and registered methodology for fixing this problem at its root. This is not a training.

It is a 6-month organisational transformation that replaces fragmented MEL practice with a shared logic, shared discipline, and shared way of working with evidence.

What Makes Clarity-to-Impact® Programme Different

Clarity-to-Impact® is not another MEL framework to “apply.”
It is a trademarked methodology organisations adopt to bring coherence to their entire evidence system.

Most organisations operate with:

Multiple Theories of Change that don’t speak to each other
Indicator sets that grow but never retire
Data collected because it is required, not because it informs action

Clarity-to-Impact® changes this by design.

Instead of developing a Theory of Change for every project, organisations work with one organisational-level results logic, supported by aligned programme logframes and indicators.

Instead of tracking everything, teams make explicit, defensible choices about what evidence matters, and why.

Instead of producing reports after the fact, MEL is designed to support:

strategic decisions
learning conversations
donor dialogue
leadership accountability

This is what moves MEL from compliance to control.

The 6-Month Organisational Journey

Over six months, organisations move through a structured pathway:

Months 1–2: Strategic Clarity

Teams establish a shared understanding of Monitoring, Evaluation and Learning, distinguish outputs from outcomes and impact, and develop a clear Results Chain. This is then translated into a robust Theory of Change, with assumptions made explicit and gender, equity, diversity and inclusion integrated into causal pathways.

Month 3: Building the Measurement System

Staff convert their Theory of Change into a practical MEL Framework, defining meaningful indicators, appropriate data sources, and ethical data-collection approaches. Particular attention is given to measuring outcomes that are often considered “hard to quantify,” such as confidence, empowerment, and collaboration.

Month 4: Capturing Contribution and Complex Change

Teams strengthen their ability to explain how and why change happened by applying participatory evaluation approaches such as Most Significant Change and Outcome Harvesting. Quantitative and qualitative evidence is triangulated to build credible stories of contribution.

Month 5: From Evidence to Influence

Participants learn how to communicate findings so they travel beyond reports. Evidence is translated into clear, accessible learning products, with attention to power, inclusion, and accessibility. Communication is explicitly linked back to organisational learning and decision-making.

Month 6: Integration and Sustainability

All elements are brought together into a single Integration Portfolio, demonstrating how the organisation’s MEL system now functions as a whole. Teams articulate key changes through a short MEL pitch, complete a 90-day implementation plan, and set non-negotiables for inclusive and ethical MEL going forward.

By the end of the programme, organisations are not left with a report, but with a shared system, shared language, and internal capacity to use evidence with confidence.

Click for Detailed Curriculum

How The Programme is Structured

The programme involves the participation of staff/partners/grantees in:

Six (6) live group virtual sessions of 2 hours (once a month) to guide the team through each stage. The dates and times of these sessions are based on your staff/partners/grantees' availability.
Two (2) self-paced online modules via a Learning Management System/platform.
Practical exercises to apply directly to the organisational context.
Exclusive tools and templates to design and test your MEL framework.
Peer learning through interactive forum discussions and feedback.

The programme is highly practical and hands-on. Participants from your organisations won’t just hear about MEL theory, they will work with Ann directly to apply the tools to your real challenges and walk away with a functioning MEL system for your organisation. It is expected that participants commit 4-6 hours a month to the Programme. This also includes the time spent in the live session.

In sum, the Programme is built around active participation by staff within the organisation or grantees, not consultant-led desk reviews.

Participants from your organisation do the work themselves:

they complete the modules,
apply the tools to their own programmes,
and build the MEL logic they will continue to use after the programme ends.

We do not conduct MEL system reviews, stakeholder interviews, or diagnostic assessments on behalf of the organisation.
Instead, we guide staff through a structured adoption process, working live with them as they apply the Clarity-to-Impact® methodology to their real organisational context.

This ensures that:

the system is understood, owned, and used internally
MEL capacity sits with staff, not external consultants
learning translates into day-to-day decision-making

The result is not a report, it is a functioning, adopted MEL system embedded across teams.

Values & Lens

Clarity-to-Impact® is grounded in a decolonised approach to evidence, recognising that impact is not defined solely by external metrics, but by context, lived experience, and power.

The methodology integrates gender-responsive and inclusive MEL, ensuring that outcomes, indicators, and learning processes reflect whose voices are counted, and whose are often missed.

Evidence is treated as a tool for accountability and learning, not control.

What Clarity-to-Impact® Programme Does Not Include

Clarity-to-Impact® is deliberately not open-ended.

It does not include:
– MEL software development
– Bespoke data systems
– One-off evaluations
– Ad-hoc technical tasks

Those activities often dilute focus and blur accountability.

The value of Clarity-to-Impact® lies in adoption, a shared organisational logic, a common language, and the discipline to use evidence consistently, long after the cohort ends. Therefore, the programme does not involve external assessments or consultant-led system design; all outputs are developed by participating staff/team.

What Changes Inside the Organisation

By the end of the 6-month journey, organisations have:

A coherent organisational Theory of Change that staff actually use
A reduced, harmonised indicator set aligned to decisions
Mechanisms to capture emerging, unexpected and unplanned outcomes (using Most Significant Change and Outcome Harvesting)
Stronger donor-facing narratives grounded in outcomes, gender and inclusive lens
Teams who understand why they collect data, not just how

Most importantly, leadership can finally answer the question: “What is changing because of our work and how do we know?”

How Organisations Have Used the CTI® Methodology

The Panaroma Global Strategy Foundation used the CTI® logic to help their grantees redesign the MEL frameworks of two global programmes. Within months, dispersed activities across multiple countries were unified under a coherent results pathway. Grantees shifted from activity summaries to persuasive, evidence-based narratives supported by a clear Theory of Change.

The Global Climate Finance Forum (GCFF) applied CTI® to align outcomes across financial institutions, national entities and regional partners. The methodology helped them build a shared MEL structure for multi-country climate initiatives, reducing duplication, clarifying roles, and improving the credibility of climate-finance impact narratives.

UNOY (United Network of Young Peacebuilders) adopted CTI® tools to capture narratives, stories of change and align outcomes from their stakeholders.

Across these organisations, the pattern is consistent: CTI® gives teams a shared logic, a shared language, and a shared way of thinking about evidence

Exclusivity

The current organisational cohort is now fully allocated.

Clarity-to-Impact® Organisational is delivered to a maximum of two organisations per intake to ensure depth, focus, and staff-embedded support.

We are now building the priority waitlist for the next organisational intake, planned for Quarter 2 of 2026. You can join the waiting list by clicking the button below.

Investment

Small Team (Up to15 staff) - €18,000
Medium Team (16 to 25 staff) - €28,000
Large Team (26 to 40 staff) - €35,000

Final pricing and intake timing are confirmed after an initial fit review.

Join Waitlist