Change doesn’t just
happen overnight,
but our metrics are
pretty darn close.
100% of professional medical and health science
students feel that our health care equity initiative
should be required to obtain their degrees.
-Public Research University, 2014-2016
Office of the Senior Vice-President for Health Sciences (2-year initiative)
CAPABILITIES
Executives and employees are 78% better
equipped with tools to achieve innovation
through our innovative leadership course.
-Educational Company (2 million students), 2021
(1-year initiative)
ONE CHANGE
Change Initiative
FAQs
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Our Change Initiative is a strategic combination of services and courses that are determined by a series of assessments and interviews. While a ONE CHANGE Change Initiative creates the most measurable impact for our clients, they are not required. If you want to take smaller steps, we are happy to deliver a lecture, workshop or summit. But fair warning - once you start, it’s hard to stop. Change is contagious!
NOTE: Change Initiatives are only available for Learning Experiences more than 6 hours long, i.e. Summit (6-8 hours) and ONE Hybrid Learning.
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Yes. You can choose more than one (1) organizational change topic for Learning Experiences that are longer than 2 hours:
Keynote or Lecture (1 topic)
Workshop (1-2 topics)
Summit (2-3 topics)
ONE Hybrid Learning (Industry-Specific Curriculum)
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All services are available for ONE Hybrid Learning initiatives based on the learning level (1 - 5) determined for each client. Assessments and Evaluation Reports are the only services available for Summits for an additional fee.
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Yes. Every learner is given a specific timeframe to complete each course. However, all ONE Hybrid Learning participants are given extended access to the curriculum after successful completion of the course to ehance their learning experience. Requests to extend the time originally allocated to complete the course will be applied to the extended access period of your initiative.
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No. You are not required to complete all levels of the ONE Hybrid Learning 5-Course series. However, your ability to achieve sustainable change will only improve with deeper learning. Our team will collectively determine an appropriate starting and completion level based on a thorough assessment of your organizational needs, challenges and goals.
BUILDING A BLUEPRINT FOR CHANGE
Whether you need a dynamic keynote or an organization-wide change initiative, we produce over 30 industry-specific programs to advance your organizational goals. Each offering has been designed for executive leaders and employees to creatively engage with the content, learn action-oriented strategies, and develop leadership insights that won’t just transform your workplace, but the world we live in together. Building a customized change initiative starts with four (4) easy steps:
1
Complete a Baseline Evaluation to assess your current climate. Consider what you know, not what you feel about
your organization.
2
Choose a Learning Experience that fits your one-time event or long-term program needs. Think about your primary organizational goals.
3
Select a Service(s)
that will advance your organizational goals. Think about what you wish you knew about employees’ strengths, challenges and needs.
4
Identify an Organizational Change Topic(s) that aligns with your current goals.
Think about where you want to be.
STEP 1: BASELINE EVALUATION
If you want to maximize the experience we create for every client, please complete a Baseline Evaluation to get a fundamental understanding about your organization’s current climate and programming needs. We don’t assume strategies that work for one client apply to your organization, too. This critical step helps us develop a customized change initiative that will help you achieve transformational results.
STEP 2: LEARNING EXPERIENCE
Select the Learning Experience(s) that you feel best fits your one-time event, programming or long-term organizational needs.
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Select a dynamic Keynote (45-60 minutes) or Lecture (90 minutes) presentation for a special event with a large audience, i.e. conference, summit, motivational employee engagement or leadership development program. Choose one (1) Cultural Competency Topic (below) for either format.
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Select a Workshop (3 hours) or Summit (6-8 hours) to provide participants with a deeper learning experience. Both interactive formats combine lecture with breakout sessions and a culminating group project for participants to apply skills learned. Choose up to two (2) Cultural Competency Topics for a Workshop and three (3) topics for a Summit.
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In order to advance learning outcomes, our ONE Hybrid Learning courses (One Navigational Experience) provide collaborative cohort-based learning for up to 3,000 learners. This immersive 5-course series blends online videos with "live" lessons, assessments, quizzes, evaluation reports, strategic planning, extended access to industry-specific curriculum and so much more! Visit “Hybrid Learning” for more details about this innovative learning experience.
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Strategic planning is an important part of the change management processs. Yet, it’s a commonly overlooked step. Why is change necessary in my organization? What do we want to accomplish? What is our vision? How will we achieve this goal? Let us help your organization guide you through the entire strategic planning process from ideation to implementation and evaluation.
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Managing change is a monumental undertaking! Nearly 70% of all change initiatives fail. With those odds, it’s no wonder that leaders are slow to change the policies, systems and practices that could advance their organization. If only ignoring organizational challenges didn’t lead to stagnation, high turnover and an unhealthy workplace culture.
Transforming your business is possible with the right strategy and team to implement your vision. Whether you want to create more equitable hiring policies or launch an innovative marketing plan to increase global market share, our blueprint that will take your change management goal to the next level.
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Our anonymous Organizational Culture Assessment examines your organization’s current cultural climate. Through a series of multiple-choice and short essay questions, this comprehensive survey will assess employee awareness of values and beliefs that shape organizational policies, behaviors, and culture.
ASSESSMENT THEMES:
Organizational Culture
Gender Inclusion
Racial Equity
Health Care Equity
STEP 3: SERVICES
Choose the service(s) that you believe would advance your organization.
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We offer over 30 programs to advance your organizational goals. Each offering has been designed for executive leaders and employees to creatively engage with the content, learn action-oriented strategies, and develop leadership insights to transform your workplace and the communities you serve.
Explore some of our clients’ favorite programs in Organizational Change Topics below. Every program is customized with industry-specific curriculum. Please request a one-sheet to learn more about each topic.
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If you’re ready to achieve sustainable change, the doctor is in! Most change initiatives fail, because of the many organizational gaps that exist in plain site. Much like a surgeon, achieving transformational change requires a series of tests, assessments and interviews to implement the right plan for your organization. Without this critical data, even the savvyist leader can sabotage their best efforts to advance the organization.
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Our Evaluation Report provides each client with a comprehensive analysis of the collected findings from their organizational assessment. Every report delivers strategic recommendations for the next steps required to achieve organizational excellence.
STEP 4: ORGANIZATIONAL CHANGE TOPICS
Identify the topic(s) that align with your organizational goals. Need more details about a specific topic? Contact us for more information.
CULTURE
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UNCOMMON
Everyone has a super power and 1 out of every 5 are neurodiverse individuals. Some of the greatest minds in history, including Dr. Albert Einstein, Benjamin Banneker, Richard Branson and Maya Angelou, are neurodivergent! Diversity extends beyond what we see, but the unique ideas, experiences and abilities that define us. Leaders that once considered neurological diversity to be a liability, are beginning to understand that diverse thinking and problem-solving advances their organizational goals. Learn recruiting, hiring and retention strategies that promote a culture of belonging for every employee…and their diversity.
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THINK. FEEL. BELIEVE.
Organizational excellence requires more than data sets and discovery. What we think we feel, what we feel we believe and what we believe, we often create. If employees' personal mindsets don't align with your organizational goals, then innovation, collaboration and growth are difficult to achieve. Learn how to develop patterns, behaviors and transformational mindsets that create a high-performing culture. A whole new world of doing business exists. First you have to believe it's possible, then let us help you build a plan to make it a reality.
BELONGING
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BELONGING
Diversity doesn’t work. According to the U. S. Department of Labor, over 180 laws were created to protect employees from workplace discrimination, yet nearly 61% of employees have experienced inequitable treatment based on sex, race, gender, or faith.
Organizational justice holds leaders accountable for how Diversity, Equity and Inclusion is distributed. Justice doesn’t just belong in a courtroom. In business, justice can determine who is chosen to lead, who holds power, who is privileged to climb the proverbial ladder to success and who isn’t. Examine systems, structures and beliefs that foster inequity, and reimagine a culture where every worker feels valued, seen, safe and heard. By moving Justice to the forefront of your DEI efforts, your organization will go above and beyond DEI compliance!
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BORN TO LEAD
While many leaders are focused on money, a growing number of leaders understand that a shared sense of purpose is the magic to their success. According to McKinsey & Company, 62% of employees are seeking greater purpose from their work. Employees want to do more than just show up to a "job". They want to make a difference! Create an inspiring culture with a top-down strategy that is centered on motivation, collaboration and implementation from the highest levels of management.
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WHAT DID YOU SAY?
Culture informs everything from our beliefs to the way that we communicate. Lack of cultural insight can fuel misunderstandings, confusion and conflict that disrupts seemingly healthy workplace cultures. That hurts your bottom line! Your organization's potential to achieve marketplace growth depends strongly on their ability to communicate across differing cultures, internally and externally. Build stronger relationships. Learn the power of intersectionality. Create a culture of inclusion that supersedes language, gender or generational differences for all.
PSYCHOLOGICAL SAFETY
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BELONGING
Diversity doesn’t work. According to the U. S. Department of Labor, over 180 laws were created to protect employees from workplace discrimination, yet nearly 61% of employees have experienced inequitable treatment based on sex, race, gender, or faith.
Organizational justice holds leaders accountable for how Diversity, Equity and Inclusion is distributed. Justice doesn’t just belong in a courtroom. In business, justice can determine who is chosen to lead, who holds power, who is privileged to climb the proverbial ladder to success and who isn’t. Examine systems, structures and beliefs that foster inequity, and reimagine a culture where every worker feels valued, seen, safe and heard. By moving Justice to the forefront of your DEI efforts, your organization will go above and beyond DEI compliance!
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AN UNCOMFORTABLE TRUTH
Organizations are not race neutral. According to the World Economic Forum, 85% of CEOs with greater racial, ethnic and cultural diversity reported increased profits, yet less than 20% of C-Suite officers in America are non-White. "An Uncomfortable Truth" explores the intersection between racism and other systems that shape inequitable organizational policies from hiring and compensation to power and culture.
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LEADING DIFFICULT CONVERSATIONS
Most of us see change as a negative experience, but even catastrophic change presents us with an extraordinary opportunity for growth. Leading Difficult Conversations in Times of Change delivers mindset-based strategies that will help employees learn how to turn conflict into productive conversation, identify hidden opportunities for innovation, and create a safer workplace culture through peaceful conflict transformation.
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EDUCATION FOR ALL
Education is a fundamental human right, but not every child has access to equitable opportunities for learning. 2/3 of public schools aren’t equipped to support the needs of students with disabilities. Less than 2% of schools offer bilingual programs for immigrant students. Systemic inequities in education can foster low academic performance, chronic mental health issues and a lifetime of socio-economic challenges. Learn how to create a culturally inclusive learning environment for students of all backgrounds, abilities and needs.
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HUMAN CARE
All healthcare is not created equal. In a 2021 study conducted by The Commonwealth Fund, America ranked last in health equity, access to quality care and health outcomes, leaving many patients asking where is the "care" in health care? Through Dr. Austin’s gripping story of life and death, she created Human Care to remove barriers that negatively impact doctor-patient relationships and clinical results for historically underrepresented patients.
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WE ALL RISE
According to McKinsey, boosting gender diversity improves organizational performance by as much as 21% and profits up to 50%! Explore inclusive leadership strategies that prioritize gender equality. Learn how to recognize gender bias and reduce biased behavior in the workplace. Examine the relationship between intersectionality, privilege, and power at every level of administration. When women are empowered, we all rise.
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THE CULTURE EFFECT
Houston, we have a problem! A Deloitte study showed that 94% of executives and 88% of employees believe that culture is important, yet less than 15% feel that it is upheld. Culture drives every critical business decision from employee engagement to change management, but many leaders still fail to make it a business priority. This oversight fosters toxic workplaces that hurt employees, productivity, performance, and your bottom line! Learn how to build a healthy culture that aligns with your values and watch your team soar!
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THE ART OF CHANGE
Society has conditioned us to believe that creativity is limited to artists, but it is the gateway to innovation! Creative thinking is required to perform most business processes like hiring, negotiating, marketing and employee engagement, yet according to a PricewaterhouseCoopers International Limited survey, fewer than 34% of employees can successfully identify their creative skills! Disrupt conventional thinking and give your organization the competitive advantage that it’s been missing!
