Many organisations invest energy in the ‘what’ of change but skip the ‘how’. Sensemaking helps leaders understand what’s really going on before jumping into action.

Many service providers experience the tension between what you do now and what's becoming possible, between the operational excellence clients count on and the strategic evolution the future demands.

You're sitting with your leadership team. You want to be true partners with clients. Six months later, you notice something.

How does your organization see itself? As a support function delivering tasks efficiently? Or as a partner creating meaningful impact?

More and more leaders I work with are sensing something important: As we’ve always defined it, growth no longer tells the whole story. Not because growth isn’t significant. But it no longer captures everything that truly matters.

Everyone assumes what change means and what change specialists or programs should deliver. But not all change is created equal. It’s time to bring more clarity.

The world moves faster than plans can keep up with. What worked yesterday doesn't automatically fit tomorrow. Yet the reflex is to reach for what we know

In today’s fast-changing world, it’s tempting to look for big strategies or bold visions to lead the way. But real, profound change usually starts with something simpler—and more human: trust.

Change is no longer a linear process—it’s dynamic, complex, and requires leaders to foster agility, trust, and behavioral leadership at all levels. Here are my key takeaways from the program.

When you've been somewhere a long time, you're part of the system. You helped build what's there now. The processes, the structures, the way things work — your fingerprints are all over them.

Change is what happens on the outside. Transition is what happens on the inside. Here's what makes it hard: everyone moves through this at their own pace.

Every IT department knows the problem. Old systems that once worked perfectly but now get in the way. Code no one dares to touch anymore. Technical legacy. But there's another kind of legacy, too.