In 2007, Last Word on Change (LWOC) emerged as a step-change in the evolution of change management towards results and simplicity. As founder of LWOC, I made a service commitment based on learnings from a career spent leading change – to translate these learnings into guidance and tools that can be used by any change leader seeking to crack the code of successful, sustainable change.
I have seen both transformation disappointment and success, and grew frustrated with authors’ and consultants’ failures to address this constructively. So, I set some new, radical criteria for ANY new guidance on change:
- It must compel the change leader to do different - not necessarily more.
- It must avoid presenting a new version of existing (repetitive) OCM models.
- It must stop the blame game and unproductive debate over “resistance.”
- It must empower change leaders…not make them more dependent on consulting.
- It must find a way to bring together change and execution.
The mission of the LWOC Project is simple: Empower change leaders with the mindset and skills necessary to successfully bring their organizations through a change process - and to do it simply, with little or no additional resources.
Re-examining your role as a change leader is key. All of us, particularly those leading others through change, are defined by the choices we make. Choosing to lead…and to lead simply, is the hidden secret lying in the complex guidance that is out there on how to lead complex change. Again, the answers do not lie in promoting some new, proprietary change model or repackaging the same old guidance found in almost all published change models. Rather than push more models or ask clients to abandon their chosen tools and consultants, LWOC takes a radically different, radically simple approach to helping change leaders succeed.
In ONE day, one event, your change team is empowered to lead successful change by:
- Understanding how just a FEW KEY CHOICES, throughout the change initiative, make the difference between sustainable change and more frustration and failure;
- Accessing the only research-based, copyrighted tool for KNOWING that change efforts are having the desired impact;
- Taking responsibility to LEAD by overcoming traditional guidance that makes change too complex, fails more than it succeeds, and defines potential supporters as “resistors.”
Welcome to our community of thought and practice leaders. I encourage you to learn more and share the resources on this site, follow our blog, and challenge our work. Be a part of this new perspective on leading change! – Todd A. VanNest, LWOC Founder
