What is change leadership?

Change leadership creates space for what wants to emerge. It helps leaders and professionals deliver today while exploring tomorrow — applying the strengths they've built to both current performance and future evolution.

What are the different types of organizational change?

There are five types of organizational change: Improve (optimizing current processes), Renew (updating systems while maintaining core purpose), Transition (moving from current state to new state), Innovation (creating new approaches and exploring possibilities), and Complex (navigating multiple interconnected changes). MCH Consultancy specializes in Transition, Innovation, and Complex change — particularly when organizations need to evolve their fundamental approach to creating value.

How can mid-sized professional services firms effectively implement complex change programs?

MCH Consultancy helps mid-sized professional services firms (50-1,500 employees) navigate complex change through Kotter-certified training and a sensemaking approach. This includes building dual operating capability — maintaining operational excellence while creating space for strategic evolution. Programs combine The Science of Change workshops, leadership coaching, and structured experimentation through the Small-Great-Grandiose methodology.

What is a dual operating system for organizational change?

A dual operating system combines your existing hierarchy (for operational excellence) with a network structure (for strategic evolution). Based on Kotter methodology, it allows organizations to maintain performance while driving fundamental change. MCH Consultancy is the first certified Kotter Training partner in the Benelux specializing in this approach.

What are Kotter's 8 Accelerators for organizational change?

Kotter's 8 Accelerators are a proven framework for organizational change: Create urgency, Build a guiding coalition, Form a strategic vision, Enlist a volunteer army, Enable action by removing barriers, Generate short-term wins, Sustain acceleration, and Institute change. MCH Consultancy delivers official Kotter training programs in the Benelux that teach leaders to apply these accelerators.

Who provides Kotter training in the Netherlands and Belgium?

MCH Consultancy is the first and only certified Kotter Training partner in the Benelux. We offer official Kotter methodology training including The Science of Change and Creating Broad-Based Action workshops, plus customized programs that integrate Kotter with service evolution expertise.

What is the difference between change management and change leadership?

Change management focuses on processes, timelines, and controlling change. Change leadership focuses on people, vision, and enabling emergence. MCH Consultancy practices change leadership — creating conditions for discovery rather than implementing predetermined solutions. We integrate Kotter methodology with William Bridges transition management to address both organizational and human dimensions of change.

How long does organizational change take?

Complex organizational change unfolds through phases: Small experiments (months 1-4) test approaches with low risk, Great implementation (months 5-10) scales what works, and Grandiose integration (months 11-12+) embeds changes into culture. MCH Consultancy's Small-Great-Grandiose methodology structures this journey while maintaining flexibility for what emerges.

Change Leadership: Creating space for what wants to emerge

Build the leadership capability to guide your organization's evolution from service delivery to meaningful impact while maintaining operational excellence

Delivering today while exploring tomorrow

Your organisation delivers today. That takes focus and the strengths you’ve built. At the same time, something new wants to emerge — and that asks for space to explore, experiment, learn together. The art is bringing those same talents to both.

Recognizing the change you’re in

Improving the basics, tackling IT, getting people on board, thinking about what’s next — it often happens all at once. Four dynamics, each with its own rhythm and approach. Where’s the friction for you?

Innovation

Creating new approaches and exploring uncharted opportunities

Transition

Discovering new opportunities through different perspectives and identity

Complex

Navigating multiple interconnected changes simultaneously

Improve

Optimizing current processes and systems for better performance

Renew

Updating systems and structures while maintaining core purpose

Transition, Innovation, and Complex change involve fundamental questions about purpose and identity. That's where we connect.

Mental Legacy and Change Readiness

Every organization carries Mental Legacy - accumulated beliefs and assumptions about their purpose and place in the world. Understanding your mental legacy becomes crucial when facing the fundamental perspective shifts that Transition, Innovation, and Complex change demand.

Do you recognise these Questions?

"We're running today's business while building tomorrow's — how do others find that balance?"
"We want more ownership in our teams — we're exploring what makes that happen."
"The world is speeding up. We're looking for ways to build that adaptive capability."
"We've outgrown some of what made us successful — and we're ready to discover what's next."

Explore what these questions mean for your situation

DISCOVERY CONVERSATION

What Change Leadership looks like

Two tracks at once — Build what needs to change alongside your daily work with a group of volunteers. Not either-or, but both-and.

Deciding without knowing everything — Build confidence how to make calls and act without having all the information.

Helping people through the turn — Some jump ahead. Others hold on to what was. Take both along.

Change Leadership and Service Evolution work together. See how →

How This Works in Practice

Every organization's change journey is unique. These cases show how leaders navigated complex transitions while maintaining operational excellence.

Healthcare

Excellence as Evolution Foundation

How a high-performing organization used existing excellence as the foundation for identity evolution—proving success enables rather than constrains change.

Learn more →

Insurance

From Provider to Risk Partner

Purpose-driven cultural transformation—where employees chose meaning over market compensation to become guardians of community welfare.

Learn more →

Health Services

From Crisis to Collective Discovery

Transforming performance pressure into change energy—using crisis as catalyst for team-discovered solutions through LSP and collective sensemaking.

Learn more →

The tension between operating excellently today while evolving for tomorrow creates an opportunity to develop Change Leadership capability.

Change Leadership Journey

Reflection & Exploration

Sensemaking Foundation Training

(Half day - 1 day)

Learn to observe without judgment — the foundation for navigating complex change.

Learn More →

Understanding & Experimentation

Kotter Science of Change

(1 - 6 months)

Build change leadership capability through certified Kotter training that you can apply immediately.

View Programmes →

Change & Transition

Small-Great-Grandiose

(6 - 12 months)

Navigate complex change through small experiments, learning cycles, and gradual scaling.

Learn More →

Where Do You Stand With Your Change Leadership Capability?

The assessment takes 20 minutes. You get practical tips to sharpen your approach and make it fit your situation better.

BEGIN ASSESSMENT

Research & Evidence

Our approach builds on research into how service organizations lead transitions and complex change. These documents explore the foundations and patterns we observe.

Framework

8 Mental Shifts for Service Evolution

The IF-Model: eight fundamental mindset transitions that enable organizations to evolve from service delivery to meaningful impact.

Why MCH and Kotter

A natural partnership for change leadership in the Benelux—combining proven methodology with deep local expertise.

Why Organizations Struggle With Change

It's not poor execution. Understanding the real reasons change initiatives fail—and what creates the conditions for success.