Not understanding the human aspects of change is why so many learning, leadership and organisation development solutions under-achieve.
Any intervention that operates under an assumption that the experts know best is doomed to failure.
We start with a guiding question. We listen to learn. We watch people in context. We tease out immunities to change in people and culture. We generate insights and propose a course of action.
Crucially, we ‘make sense’ with our stakeholders, not for them. Ensuring everyone has a shared understanding of the problem or opportunity, and a mutually agreed strategy for turning insights into reality.