We do change with you, not for you or to you. Your people make change happen – we show them how. We want to see you wildly successful sustaining your efforts long after our initial mission together has been accomplished.

You’re the experts in what you do. We’re the experts in change.  When facing transformation, you can work with the people who read the books, or with those who wrote the books.  We wrote the books. They’re in our DNA, and our goal is that they will become part of yours, too.

We don’t stop at the top, and nor should you. Change isn’t led by a small project team. We guide your senior leaders to create the optimal environment that encourages many throughout your organization to act. This action fuels both immediate results and a sense of urgency that combats the typical cynicism around “yet another change initiative.” An aspirational sense of purpose is defined. People dare to imagine a better future.
A movement is born and your change is successful.


It all starts here – many people driving important change, and from everywhere…not just the usual few suspects.

You need more eyes to see, more brains to think, and more hands and feet to act. More people need to be able to make change happen – not just carry out someone else’s directives. This must be done in a way that does not create chaos, create destructive conflict, duplicate efforts, or waste money. Done right, this uncovers leaders at all levels of the organization – ones you never knew you had.

Create an environment where people are given a choice and feel they truly have permission to step forward and act:
a “get-to” mindset, not a “have-to” one.

People who feel they have the opportunity of being involved in an important activity have shown that they will volunteer to do so in addition to their normal responsibilities. You don’t have to hire new people; your existing people provide the energy – if you invite them. After all, it is your people who know where the pain points are and how to get things done.

Action must be driven by the head and the heart.

Data and reason underpin many good ideas. But most people won’t be inspired to help you if you appeal to logic alone. You must also appeal to how people feel – speak to the genuine and fundamental human desire to contribute to some bigger cause, to take an organization or community into a better future. Answer the questions burning in people’s minds: “What’s in it for me?” and “In service of what?” If you can provide a vehicle that gives greater meaning and purpose to an effort, extraordinary results are possible.

Much more leadership, not just more management. Both are crucial, but the latter alone will not guarantee success in a turbulent world. 

In order to capitalize on windows of opportunity that might open and close quickly, the name of the game is leadership, and not just from one executive. It’s about vision, opportunity, inspired action, innovation and celebration – in addition to the essential managerial processes like project management, budget reviews and accountability to a plan. If you add up the value of management with the value of leadership, 1 + 1 = 3.


The world is changing faster than ever before. Many organizations struggle to respond to these changes quickly enough. In this video, Dr. Kotter introduces one reason why organizations struggle with major transformation, and what they can do about it.

I'm absolutely convinced that every school district in the country, and probably every university in the country, could use some exposure to your change management methods.

Andy Calkins / Director of NextGen Learning Challenges, EDUCAUSE


John Kotter’s book Leading Change introduced a bold message to readers:
“You can lead change.”