Leaders take the first step toward an OE project when they decide to act on the belief that transformative change would be helpful for their business or organization.

Sometimes this point comes when leaders need to respond to a crisis or when business results require broad changes or immediate action. Other times, leaders are proactively moving toward creating conditions that result in greater positive outcomes for their stakeholders.

Any time significant change is desired, the organization’s culture must be considered or the change will not succeed or be sustained.

Given the pervasive nature of culture, we ask leaders to support the organization’s change by committing to their own transformation through leadership development.

The pairing of organizational and leadership transformation helps to ensure that leadership structures change alongside other organizational changes and increases the chance that the desired changes will take place.

This pairing also increases the likelihood that leadership will continue to adjust to internal and external conditions after the project has concluded, which can lead to the change being sustained or even expanded.

The leadership development services we offer include spiritual leadership and servant leadership. To learn more about them, visit the spiritual direction and leadership coaching pages, respectively.

Most of our process steps are traditional:

1. Initial conversation to define the project and determine fit
2. Additional discovery to determine the scope of the work and readiness to proceed
3. Upon proposal acceptance, solidifying reporting and working relationships
4. Information gathering and learning through traditional assessments or inquiry-based discovery
5. Data analysis, data interpretation and reporting with recommendations or designing for innovation
6. Action planning and implementation or delivering on designs for innovation
7. Project evaluation

In addition to the traditional project steps, we also offer post-project follow-up.

Post-project follow-up occurs about six months after the conclusion of the project and provides additional opportunities for learning, accountability, and innovation.

This additional step examines whether the desired changed were successful. If they were, how they were sustained and whether they could be expanded is explored. If the expected results were not realized, the reasons will be investigated and additional follow-up developed, if desired.

To continue exploring possibilities, engage in the workplace culture health review or determine your OE project readiness.