750,000 air miles, 9 promotions, 15 bosses, and 11 places called “home.” This is the typical story of most of our clients. It’s a story of change, uncertainty, growth, and opportunity.
Change is disruptive by design. Given a choice, many people will do whatever they can to avoid it. But in work and life, change is unavoidable. And ignoring its necessity makes the transition so much harder than it needs to be. Strong leaders know this. They relish change. They want to grow. They want to change the world. But they can’t do it alone. So many leaders ask me, “Why can’t my team/clients/family/ fill-in-the-blank just get on board?” Change is impossible without the buy-in of the stakeholders.
I’ve always been interested in what makes people tick and became intensely curious about why some people embrace change while others avoid it at all costs. When I was a child, I checked out the book I’m Okay, You’re Okay from the library. Multiple times.
I learned about change theory from legendary masters like William Bridges and John Kotter. My approach to change management also takes cues from modern masters like Deepak Chopra, Tony Robbins, and cutting-edge research in neuroscience.
Through my research and experience I have seen over and over again that our struggle with transitions comes down to one simple reason: as humans, we are hardwired to resist change. Back on the savannah, change often signaled danger, a threat to our survival. And yet, in our modern world, sometimes the only way for new possibilities to emerge is to stir things up.
Yes, some of us are geared to take risks and embrace change quickly, but many more of us need more understanding of what to expect, planning, and certainty.
As much as we might like to, we can’t just “think” ourselves through change. As a result, I’ve developed a comprehensive approach to change management that engages the mental, emotional, social, and somatic aspects of change, allowing people to move through change faster with less stress, more resilience, and better results.
Maybe you want a quick win to ignite your team and move them to the next level. Or maybe you need a navigator – someone who can help you plan for the change your team needs to make without distracting them from the work at hand. And sometimes disaster has struck and I get called in to help stop the bleeding. (Yes, those potentially career-damaging crash and burn situations.)
Every change is unique. Your skill set and desired outcomes are unique. Sometimes I work side-by-side with clients leading change-management initiatives from start to finish. And sometimes I train leadership and other key personnel to manage the change themselves. I truly enjoy getting to know each individual challenge and creating the most effective and efficient plan to make the transition not just something to be endured, but an opportunity for growth and excellence for all involved.
There’s a new awakening in the world of business. Companies that move through change with grace, speed, and agility not only win in the marketplace, they also become the best places to work. I have extensive experience leading change from within some of the world’s leading companies, organizations, and governments including: Nike, State of Oregon, Leo Burnett, State of California, Clark County, and more.
Change can seem hard at first, but it doesn’t have to be. Whether it’s a reorganization, capability change, leadership transition, or that magnificent thing called growth, I can help you positively disrupt the the downsides of business as usual.
Let me guide the way to new possibilities of success.