Multiple studies, including a recent update, some 30 years later, have shown that nearly 70% of ALL transformation initiatives fail to deliver promised benefits.

Through speaking events, workshops, coaching, and consulting, The LAST Word on Change reveals the simple path to RE-Igniting change in your company and REcovering sunk costs and opportunity loss!

Research by LWOC has demonstrated that traditional guidance on Change Management has proven incomplete--and even distractive and costly.  While the disciplines introduced by Organizational Change Management (OCM) and Project Management Process (PMP) have benefited many change leaders, we have found that related guidance, though promoted as "proprietary," repeats the same tenets:

__Change is complex;

__Change management is a process, and as such, may be managed;

__By our nature, we are skeptics and can be resistant to change.

Many companies seeking to break cycles of disappointment with change look to such processes as the magic key and come to rely on them like a crutch.  This orientation results in the following:

__A focus on methodology and process over results and engagement;

__Positioning the Change Leader as little more than a Super Administrator;

__Regarding the subjects of or participants in change as bull-headed dolts, born to resist and targets for an arsenal of activity aimed at quashing such resistance;

__Lip service to "comprehensive models" and behavior aimed at control and implementation rather than ensuring complete adoption;

and, as a result....

__Continued rationalization of results, failure to model the values espoused in most transformation and change initiatives, and repeated cycles of disappointment.

FREE Video Preview of a highly requested
change management launch presentation:
3-2-1...(RE)Ignition!

3 Reasons Why Traditional Guidance is Distractive & Costly

2 Things to do to do TODAY
   (from your seat!)

1 The ONE Thing that Really Matters

Watch for our "LAST Word" book
to be released in 2010!
Click here for a FREE Preview of this Book

Rather than repeating available guidance, LWOC targets guidance on the secrets to breaking the cycles of frustration with transformation and change.  The ANSWERS do not lie in promoting some new, proprietary change model or repackaging the same insights that are repeated in almost all published change models and service offerings. LWOC began with a powerful, but simple foundation:

*Research on the actions that distinguish change success & failure;

*Developing, testing, and applying the Leading Indicators of Change Management Success (the only copyrighted ones on earth!);

*Debunking traditional guidance on Organizational Change Management
(OCM) and identifying how the advice of gurus can actually DISTRACT
change efforts and cost companies millions of dollars--locking them
into yet more cycles of frustration with transformation & change; and

*Redirecting focus on "the human dynamic" in change from the
population/outsiders & end-users ("those who must be converted")
onto the human nature and experience of the change leader who
must avoid giving into very human tendencies throughout a long
journey and sort through tons of tools and advice to lead teams
into new territory, yet remain authentic.