"People don't resist change; they resist being changed." — Peter Senge

"Change your thoughts and you change your world." — Norman Vincent Peale

"The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic." — Peter Drucker

Change doesn't have to be hard

Two axioms that change management experts bandy about are that change is hard and that people resist change. However, if you observe the world, you'll notice that people embrace change all the time: we move, change jobs, marry, divorce, have children - all major life changes - without hesitation. So why do so many people believe that organizational change is so difficult? The two popular axioms need some adjustment:

1. People don't resist change; they resist being changed, especially without their input or consent. The real issue is control, not change. No one likes to be controlled by others or to have their destiny in someone else's hands. Having decision-making power over the change makes the change palatable, even appealing.

2. People dislike uncertainty. Fear of uncertainty is a natural part of wanting to control your own destiny. If you don't know what the immediate future holds, it is very difficult to plan ahead. We like to plan. Planning gives us a sense that we can own our future and the ability to take action. Feeling helpless is the consequence of not knowing our immediate future.

Change is a continuous, natural process

Because we believe that change is hard, we tend to design change programs that are disruptive, and frankly, quite onerous. Like drastic diet and exercise programs, often these programs are unsustainable and can do more damage than good. Similarly, being fit and healthy is a lifestyle, not a program. Success lies in the choices we make every day: walking instead of driving, physical leisure activities, healthy food choices.

If we dissect the stories of personal transformation, a classic rags-to-riches tale like Oprah Winfrey for example, we see that it starts with a desire to improve instigating some form of personal excellence. In Oprah's case, it's academic. A radio interview becomes a radio show. The radio show becomes an anchor position leading to TV and, eventually, a media empire.

Sustainable change in organizations can be quite easy, starting with a single habit or behavior that builds momentum toward a desired goal. Involving people along the way to design and implement changes in a trial and error approach is an instinctive way of working that gives people some control over their destiny and doesn't instigate the fear of uncertainty.

Bite-sized components, experimentation, and lots of two-way communication are the simple, easy ways to bring about organizational transformation in a non-disruptive, non-threatening manner that leads to a continuous process of change, the natural way.

Our Change Method:
Step 1: Change Design Workshops

Our Change Method:
Step 2: Pilot Testing

Our Change Method:
Step 3: Feedback and Lessons

Our Change Method:
Step 4: Wider Rollout

Change Design Workshops

We start the process by clarifying the issues facing the organization, which often differ in interpretation due to function and level. At the same time, we conduct design meetings for the desired future state, involving as many people as possible. 

Pilot Testing and Experimentation

We design a path from the current state to the futures state and break that down into manageable components. Using the scientific method, we design pilot tests for the future changes and implement and monitor their progress.

Feedback and Lessons

The results of the pilots are collected and collated, resulting in successes, failures, tweaks, and future experiments. The results are communicated broadly for feedback.

Wider Rollout

Successes are implemented on a wider basis while futher pilots and experiments are conducted to create an environment of constant learning, feedback, experimentation, and change.

Our Services

We focus on the areas that have the biggest impact on organizations. Our solutions are simple, intuitive, and often fun to implement because they utilize people's natural strengths.