Once you have decided that you need help transforming your organization and developing change leaders, you have a choice: To work with the people who read the book, or with those who wrote the book. We wrote the books. They are in the DNA of the practice and principles that guide both our Advisory Services and Center for Leaders.
And our practice and principles are what make us different from traditional management consulting firms that work in the strategy execution and change space.
- Methodology. We have our own proprietary model. The 8-Step Process for Leading Change has won awards for its effectiveness around the globe. Just look at some of our clients’ results.
- Insourcing vs. Outsourcing. Typically, external consultants try to do change to you or for you, or they leave you with a heavy binder of all the changes you should make. In contrast, we know that your people are the experts in your business. We are the change experts who unlock that expertise: our process raises an army of volunteers from within your organization – a representative cross-section in the hundreds or thousands. Made urgent by a big opportunity to transform the business, your volunteer army uses their heads, hearts and hands to remove barriers and to execute a range of strategic initiatives within a highly coordinated framework. Our process activates your people’s motivation, innovation and action and drives your real business results – not someone else’s.
- Teaching You to Do It vs. Doing It for You. We transfer what we know to you so you can sustain speed and agility through change – now and in the future. Unlike traditional management consulting agencies, we teach you how to implement our process on your own, building capability from day one. We believe your organization should be able to transform itself continuously and independent of us.
- Leading with Wins vs. Lagging with Results. Too often, organizations neglect to capture, connect and celebrate their daily achievements and are left reverse engineering business successes (or failures) to find and guess at the critical decisions, behaviors and actions behind the results they end up with. We believe that wins are the molecules of results. Our proprietary approach helps clients collect and visually correlate and communicate the impact of the wins they generate during their large-scale transformation efforts. In doing this, we equip you to repeat successes and avoid failures. These are not our successes; they are yours. We give you a way to talk about your own wins and the results they add up to.
- Management and Leadership. Too often, organizations attempt to affect change by “managing” it, but research proves that leadership is the foundation of successful change. Both elements – in an appropriate balance – are essential. Large-scale transformation requires you to manage what you know and to lead where you want to go. For an illustration of the difference between management and leadership, see our short animated video.
- Head and Heart. Dr. Kotter’s research demonstrates that successful large-scale change requires engaging not just the minds of those we lead, but, more importantly, their hearts. Igniting passion, gaining commitment, and creating a vivid picture of opportunities ahead enable you and your company to overcome inevitable barriers on the way to success.
- The Few vs. the Many. Driving change requires participation from many people spanning all parts of an organization or unit, not just the usual few appointees. Involving the many must be done expertly or you’ll risk chaos, create destructive conflict, duplicate efforts and waste money. Your employees themselves – in large numbers – must do it.
- The Power of the Volunteer: “Have to” vs. “Want to.” Asking or inviting someone to help both empowers your people and encourages those who might not normally participate to contribute their expertise. Volunteers are likely to feel more challenged, engaged and valued – and they will deliver more value as a result.