Why we need Agile Consultants for Major Agile Transformation?

A tale from my companion.

My companion is an Agile coach in one of the product based company. She is responsible for Agile transformations for the numerous team for a Business line. She is reporting to the business line head.

She is coaching many teams and over a period of time she realizes that bringing cultural changes; it need some structural changes. And those changes can come from top leadership.

Any change initiatives she is proposing for organization transformation to bring agility,those ideas review through the business line Head. 

Anywhere business line Head is anticipating some elements which are causing threats to his existing structure and people, those proposals are not getting approved.

In a similar company in another business line, there are also agile coaches but only distinctions are business line head is from overseas and driving the transformation from there with many reputed consultants working with that business portfolio.

Similar types of the proposal are getting approved and significant organizational changes are taking place to accomplish enterprise agility.

To save her job as she is under the payroll of the company under that business line head, she is not able to show Scrum Value- Courage!!!

Recently One person lost his job by demonstrating courage.
His change management approach was approved but the reason to get rid of him was unusual.

It has generated a scary situation under change management team.

Every coach is doing business as usual. 

There is a talk to bring external consultant, who are temporary and can influence, propose many pilot initiatives. Most of the consultants are for 6-12 months contracts. They are bold and pursue to top executives for change initiatives. Most of the time it works!!

My friends say in her 2 years stay with that product company she has seen many consultants who come and goes but they bring a lot of new, innovative change proposals and many got triggers top management to change. And it works!! But employee from the payroll lost all the courage to propose such initiatives!

It constitutes a thought in-house change initiative if it is a major organizational change management, not healthy for employees? or better to do such risky changes by the consultants and business as a usual part take care by the in-house coaches. 

Risk-independent transformation!
Have you come across such story ?