Organizational change management · Washington, DC
Announcing a change is the easy part.
Deciding to change is easy. Getting a workforce to embrace it is the work — and it is what determines whether the investment ever pays for itself.
Only 13% of initiatives with poor change management meet their objectives. With excellent change management, 88% do.
Prosci, Best Practices in Change Management, 12th Edition
Our work is putting your change on the right side of that number — understood by the people it affects, supported by the staff who have to live with it, and built to hold.
working session Replace with assets/hero-workforce.jpg
What we help organizations change
Organizational Change Management
Readiness, sponsorship, communications, resistance management and adoption measurement — structured on the ADKAR model of individual change.
Learn more →Program & Project Management
We stand up and run program management offices: governance, portfolio oversight, risk and compliance.
Learn more →Training & Workforce Enablement
Role-based curriculum built from the redesigned process, with the job aids that outlast the program.
Learn more →Investigate. Involve. Innovate. Impact.
Investigate
Assess readiness, map stakeholders and impacts by role, and baseline what the change actually asks of people.
Involve
Activate sponsors, equip supervisors, and build the channels that surface resistance early enough to matter.
Innovate
Redesign the process and the roles around the new capability, then build training and governance against that design.
Impact
Measure adoption against the baseline, close the gaps, and hand the organization the tools to sustain it.
Our registered approach
The Learning Blueprint®
We take your organization's fingerprint — goals, culture, audience, roles and proficiency — and engineer a blueprint from it, so new skills are not just learned but actually applied.