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What would it be worth to your organization to realize your growth plan ahead of schedule? Kotter’s approach helps organizations set a compelling vision of what’s possible, addresses the question of “why now?“, and activates people across levels and functions to break down barriers, innovate, and solve problems together to achieve breakthrough growth.

Kotter’s approach to implementing a new system or technology focuses on the people whose behavior change is required for the transformation to succeed. It’s about getting those people excited for and ready to use the new technology – not just knowing how to use it – that delivers the return sought.

An organization’s culture – and the attitudes and mindsets that stem from that culture – can either slow everything down or be a catalyst for innovation, strategic agility, and speed. Kotter’s approach to culture change provides new ways for employees to engage, collaborate, and achieve results together to establish and reinforce a more positive and productive culture.

Even the most successful organizations struggle with building a bench of change-capable leaders. Based on Dr. John Kotter’s decades of Harvard-based research, Kotter’s approach to leadership development enables an organization to more quickly scale a change or strategic priority through experiential and apprentice-style learning, leadership team facilitation, and educational courses and programs. The result is an organization filled with change-capable leaders poised to lead the next wave of change.

Many organizations are on a hunt to find incremental time and cost savings, but find that the low-hanging fruit has already been plucked and traditional continuous improvement methods are only driving incremental refinements. Kotter’s approach brings together diverse voices from a cross section of your business, organizing them into highly coordinated teams that move with urgency, speed, and creativity to challenge norms, break down persistent barriers, and achieve blockbuster business results.

Most mergers and acquisitions start with a goal: to realize more value, mitigate risk, effectively compete, grow substantially, etc. Whatever the reason, the value sought is rarely realized after the ink is dry. In order to realize the original business case, Kotter’s approach to merger & acquisition integration focuses on culture and people first. We perform cultural due diligence, align leaders, help employees of both organizations see what’s possible together, and organize them to take ownership of the change and create a new, united future.