Problem - Management consulting is a $366b business…and change consulting is the fastest growing segment in this arena. Still, nearly 70% of projects fail and, here’s the real kicker about the cost to organizations, the value of time invested and the cost of distraction to core operations is easily underestimated by a measure of 10! Frankly, companies can no longer afford old methods and more of the same.
Solution - In 2007 the LWOC Project was launched—and a step-change occurred. Since 2007, this new change mindset and new tools have marked a dramatic shift in practice and change effectiveness (related Case Study).
The evolution timeline looks a bit like the following:
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Discovery of FIRE (change as a mystery)
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The Age of Management Science (change is something done to others)
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A Technological Boom (From Argyris, Lewin & Bridges to ADKAR/Prosci, OCM is born)
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Back to Touchy-Feely (Kubler-Ross and the humanist movement)
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A More Advanced Technology (Moss-Kanter, Kotter, & Anderson—leadership process)
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The LAST Word on Change® (Leading change…simply!)
A Caution - Empowering Change Leaders with LWOC to help them lead simply does not mean that anyone should discard the learnings and discipline that emerged from prior stages of evolution in change management (related Case Study). In fact, everyone should read organization development and change classics, as well as foundations of change leadership.
The Bottom-Line - The proven perspective from LWOC is different than previous thinking on how change is executed. When adopted by innovative change teams as a new leadership mindset and practice, this perspective makes any change project, regardless of the models and training already in place, simply more effective. LWOC clients learn how to lead any change initiative successfully while actually reducing complexity. It’s radically different. It’s radically simple. Learn more about leading change simply-LWOC Services.
