People resist change. Leaders often react to the resistance with frustration and intolerance — which does little to inspire employees to embrace change. More resistance often follows, which triggers more leader frustration — a vicious cycle in which change breaks down.

In our change consulting, we help clients address common "pain points," including:

• The company has a poor track record with change efforts
• A change initiative is stuck or exceeds the budget
• Key stakeholders are upset or raise red flags
• Decision-making is unclear
• People are confused; roles are muddled; inertia has set in

Our approach

We believe that only a systemic solution — based on maximum appropriate involvement of all stakeholders and a focus on the whole system — offers change leaders the best chance of success.

There is no one right way to lead change, but the biggest single element affecting the success or failure of a change initiative is the people factor. Because people tend to support what they help to create, effective stakeholder involvement is the most important variable in overcoming resistance to change.

We coach change leaders using a systemic model for understanding change in organizations focused on three interconnected areas of responsibility: Direction, Commitment and Capability.

Direction means assuring there is clarity and alignment among the change leaders on vision, goals for change, strategy, leadership behaviors, and decision-making.

Commitment has to do with building support, overcoming resistance and instilling a sense of ownership through maximum appropriate involvement of stakeholders.

Capability focuses on organizational and individual skills necessary to achieve the desired future state — especially capabilities for collaboration and problem solving.

In a large-scale change effort, we work with change leaders to:

• facilitate executive level agreement on the case for change and clarify the vision of success
• exhibit consistent, collaborative leadership behaviors
• develop collaborative approaches for communicating change
• assess the company's readiness for change and devise the best strategies for overcoming barriers that surface
• deliver proven change leadership strategies, skills, and tools at multiple levels of the organization — so that change can be led from many places
• transfer collaborative attitudes and skills to enable the company to sustain collaboration and adaptability in the future — including group facilitation, teamwork, collaborative leadership, conflict resolution, and strategic thinking.

Our highly-rated workshop, Facilitating Change®, equips your people with valuable tools for leading change. Learn more

Read more about our areas of expertise:

Leadership Development
Leading teams
Leadership and Sustainability