Deep Diagnosis

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.

Step One

Diagnose the performance challenge or opportunity

Step Two

Ask powerful questions which explore assumptions and uncover insights about why people and organisations behave the way they do

Step Three

Clarify the necessary change in

Client Stories