Building any organization should start with this question because building the appropriate competencies, skills, and culture depends on the answer.  I work with C-suite leaders, SBU heads, and leaders of departments and service lines to answer those questions.  I facilitate the process of inquiry in a manner that increases informed critical thinking on the front end and improves effective implementation on the back end.  I know enough about enough industries and executive challenges, that I am far from just a scribe turning flipchart pages. 

My model of change enables successful implementation—of change, strategy, or an acquisition—by focusing on coordinating the work systems that drive behavior in organizations. Using it enables leaders not just to precipitate change but also to sustain it.  One could argue that the first challenge of building organizations comes down to identifying the competences to build and the second comes down to aligning work systems to support and maintain their development.

I also am well versed in the personal and political processes of change, helping change leaders to manage change by employing techniques to overcome resistance and to build coalitions.  Wherever possible, I work in collaboration with internal resources, most notably HR, in order to strengthen working connections throughout a client organization and further build their organization.

Building Organizations has much to do with Leadership Development. Explore the details of my approaches to developing leadership by working at the individual, group, and organizational level.

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