Organizational Transformation

Guide and manage the process of organizational change.

Tools for leaders and consultants alike, including how to use the Wheel of Change to prioritize organizational focus and resources, the qualities of a transformational consultant, and a model for helping people deal with change.

Assessment for Organizational Transformation

Key principles, challenges, and best practices in conducting organizational assessments from a transformational perspective.

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Five Box Model

A model for organizational change that outlines the stages people in an organization need to go through to achieve aligned action.

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Force Field Analysis

A simple but elegant tool for planning any kind of change. Identifies and strengthens forces that support change, while identifying and mitigating those forces that restrain the desired change.

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Partnering with Consultants

A guide for leaders: how to find the right consultants and how to manage them to ensure you get the help you need.

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The Master Key

A process for identifying the one critical factor in an individual or organization that can unlock the greatest potential for transformation.

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Wheel of Change Executive Overview

An overview of the Wheel of Change model for organizational change at any scope and scale – from smaller, more discrete change projects to renewing or reinventing institutions.

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Wheel of Change Planning Template

The Wheel of Change illustrates that to create true and lasting change – transformation – we must work with all three domains of human systems: hearts and minds, behavior, and structures.

Hearts & Minds: Our hopes and dreams, thoughts and feelings, what we believe is possible or impossible; the ideas, perceptions and beliefs that shape our experience.

Behavior: What we do and don’t do, our choices and habits, the norms and unspoken agreements by which we interact with others.

Structures: The external systems in which we live and work: the hierarchies, processes, practices and cultures of our organizations, communities and society.

These three domains continually reinforce each other, tending to keep individuals, organizations and society resistant to change. New Year’s resolutions are notoriously difficult to keep up. Over 70% of organizational change efforts fail. For change to succeed, it must attend to the systemic nature of people, institutions and society.

The Wheel of Change is a simple yet profound model for true, systemic change—guiding us to work in an integrated way to shift our inner experience, our actions and external realities—a roadmap for transformation.

Download this great planning tool to bring a transformative, systemic approach to organizational change.

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