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The announcement is the easy part. What your team sees next is what they believe.

Change management for leadership teams going through a change at the top: a new leader, a reorg, a founder stepping back, or a new strategy. We get your leaders on one message before anyone announces, and we stay through the 90 days after.

In the methodMap to Sustain
Leadership Change Management

Sound familiar?

We announced it on Monday. By Friday, there were three versions going around.
The new leader is changing things before the team trusts them.
I said I was stepping back. Everyone still brings every decision to me.
The strategy made sense in the boardroom. The front line has no idea what it means for them.
When leaders call us

Four moments when the message matters most

A new leader stepping inA new CEO, VP, or manager takes over a team that liked the old way. We help them listen first and change second.
A reorg or restructureTeams merge, roles shift, reporting lines move. People hear the why, and what isn't changing, from their own leader first.
A founder stepping backYou're handing off decisions you've made for years. We get clear on who decides what, and help you stick to it.
A new strategy rolloutThe plan is set. We make sure it means the same thing on the front line as it does in the boardroom.
What we do

How it works

Most change doesn't fail in the announcement. It fails in the weeks after, when people compare what they were told with what they see their leaders do. We work with your leadership team before, during, and after the announcement, so the message holds and the behavior matches it. Most change management focuses on the plan. Ours focuses on the leaders carrying it.

You walk away with

A change message every leader says the same way, a plan for who hears what and when, and check-ins at 30, 60, and 90 days to keep it on track.

The Leadership Clearly Method

How it works

See how the method works
Map

Before anything is announced, we talk to your leaders and map who's affected, what they need to hear, and who tells them.

Align

Your leaders agree on what's changing, why, and what's staying the same, and leave with one message they can say from memory.

Build

Managers practice carrying the message to their teams, and every leader commits to what the team will see them do.

Sustain

We check in at 30, 60, and 90 days: what people understand, what leaders are doing, and what still needs fixing.

The leader at the center of the change, whether that's a new leader, the founder, or the person who owns the strategy, gets one-on-one coaching through it.

Questions

Change management, answered

What is leadership change management?

Leadership change management is the work of helping leaders plan, communicate, and model a change so their teams understand it and act on it. We focus on the leadership team: one clear message before the announcement, and leader behavior that matches it after.

When does a company need change management consulting?

Usually at one of four moments: a new leader stepping in, a reorg or restructure, a founder stepping back from day-to-day decisions, or a new strategy that has to reach the front line. The best time to call is before anything is announced.

How is this different from traditional change management?

Many change management approaches center on project plans, training, and tracking adoption. We center on the leadership team, because people believe what they see their leaders do. We work alongside your HR team and any project plan you already have.

How long does a change management engagement take?

Our engagements run from the first leadership interviews through check-ins at 30, 60, and 90 days after the announcement. We scope each one in a free Clarity Conversation.

Do you handle layoffs or the legal side of a reorg?

No. Your HR team and employment counsel own the legal and HR process. We own the communication and leadership around it, so people hear the change clearly and from the right person.

Who do you work with?

Owners, CEOs, and leadership teams of growing companies, in person or online. The leader at the center of the change also gets one-on-one executive coaching through it.

Related
Leadership Team AlignmentExecutive CoachingOwners, Founders & CEOs

Ready to stop the guessing?

Thirty minutes. Free. No pitch. Tell us what's changing at the top, and you'll leave with at least one clear next step, whether you hire us or not.

Book a Clarity ConversationTake the Leadership Language Quiz