Organizational Change & Transition

Change is inevitable, but there is no one-size-fits-all approach to navigating it. Some change events– like a process improvement– can be managed with goal clarity, engagement, effective communication, and comprehensive training. 

Others– like an organizational restructure –  fundamentally transform an organization’s identity. These efforts require deeper attention to the internal shifts required of people in addition to the organizational design changes that enable transformation. 

And increasingly so, leaders are asked to manage continuous change dynamics. Organizations in complexity need a clear vision, actionable values, and deep trust. Leaders must develop new mental models and ways of leading in order to sense shifts in their internal and external environments, understand the relationships between them, and continuously nudge the organization toward desired outcomes, always sensitive to what is emerging.

Selecting the right approach to navigating organizational change is critical. Managing the business mechanics of change must be supported with thoughtful attention to the human dynamics of that change. Learn more about my approach to co-designing effective organizational change and transition efforts HERE.

What I offer: organizational design; change and transition process design, facilitation, and education; collaborative large group process design and facilitation; strategy development