We collaborate and listen to clarify the opportunity and formulate solutions.

Our work starts with gaining a deep understanding of where we can help.  We do this by partnering with our clients—you’re the ones who know the organization best. We begin by listening, from the front line to the executive suite, using a range of techniques and tools to understand the issues from employees’ perspectives at all levels of the organization. We don’t duplicate efforts. We’ll use existing research, strategy documents, and anything else that helps us support you, frequently forming cross-functional teams to address the issues identified.

We create a “cause” for employees and a bias for action.

If leadership and employees aren’t emotionally invested in the outcome, change won’t last. Our process combines the rational—focusing employees’ attention on what they can do differently—with an emotional appeal that inspires them to act. Change starts with people who believe in the cause first, who spread their beliefs with conviction and then nurture the process of change throughout the organization.

We work on the ground and navigate the organization to gain support for action.

We often embed ourselves in the organization to build support and understanding to implement programs as they develop and evolve.  We partner with you, the client, as well as different departments and external organizations. We do whatever it takes to keep the process moving. This is an acquired skill based on experience and understanding of what works and what doesn’t. For example, we look for obstacles and opportunities to focus resources in areas where you can have an immediate impact.

We create new experiences for employees to demonstrate success.

We believe in tailoring our approach to a specific situation, at times starting small to get it right before making a big splash. We often start with one or several pilot teams to demonstrate how employees can be successful by doing things differently. This effort “shines the light” on what people are doing right and rewards them with recognition. We find leaders who have the courage to change. And these efforts help them demonstrate that they are committed to working in new ways.

We build and transfer skills to sustain results.

Our final success is working ourselves out of a job. When we’re finished, we ensure management and employees have the knowledge and tools to sustain momentum and build on what we started together.