Leadership teams often know what to do to respond – the problem is getting it done. Change Logic partners with firms to help them get ‘unstuck’ from the cultural inertia that prevents them from taking action.
We apply a disciplined, high-participation approach that engages leaders in strategic and organizational change. This results in a more energized and engaged leadership group that is able to renew the skills, processes, structures and, most critically, organizational behavior to support a new strategy.
Change Logic’s method has four pillars that enable clients to move from identifying and analyzing challenges to solving them:
- Challenge teams with research and case studies to help diagnose their situation and consider the risks of the status quo.
- Identify Opportunity or Performance Gaps to organize the work around a quantified statement about what is needed to create organizational change; everything we do is linked back to this measurable outcome.
- Foster a Strategic Dialogue that encourages leaders to have open, honest conversations with one another about the impediments to change.
- Build Capabilities to teach a repeatable method for organizational renewal so that leaders are able to pivot proactively in response to change (or ‘create adaptable organizations’).
Change Logic’s methodology for Organizational Renewal is based on decades of research from our founders – Professor Michael Tushman and Charles O’Reilly. They have taught this method for over thirty years at Leading Change and Organizational Renewal, a joint Harvard and Stanford executive education program. It is the world’s longest running and most successful business school program on organizational change.