When the change isn't landing, we find out why and fix the right things.

Organizations don't struggle with change because the strategy is wrong. They struggle because specific behaviors aren't happening.. and nobody has diagnosed whether the barrier sits with the people, the system around them, or both. We do that diagnosis. Then we design interventions that match the actual constraint, not the assumed one.

Start a conversation See our assessments

Diagnostic reframe

Most approaches assume the problem is either with people or with the system. We diagnose which one it actually is.

PeopleSome barriers are individual.. people lack a skill, don't see why it matters, or haven't built the habit yet.
SystemOther barriers are systemic.. the workflow doesn't support the behavior, the incentives point the wrong way, or the norms punish what the organization says it wants.
Often bothMost change programs default to training and communications, or restructuring and process redesign. We diagnose the frame before choosing the intervention.

Diagnostic worksheets, a behavior-barrier map, and evidence notes on a consulting work surface

Structured assessments that produce action, not just scores.

Each assessment combines quantitative data with behavioral diagnosis. You don't just learn what's wrong.. you learn which specific behaviors are stuck, what's blocking them, and where to intervene.

Culture Assessment

6-8 weeks13 dimensions3 data streams

Your culture scores tell you something is wrong. This tells you what to fix. Most culture surveys produce a scorecard. A low score on collaboration or psychological safety does not tell you which specific behaviors are stuck, or whether the barrier sits with people or the system around them. This assessment diagnoses that.

Thirteen cultural dimensions are scored across three data streams: employee survey, leadership survey, and organizational conditions audit. Every finding connects to specific behaviors and the barriers preventing them.

Learn more about the Culture Assessment

Leadership Assessment

6-10 weeks4 rater perspectivesBehavioral, not competency-based

You invested in your leaders. This shows you what actually changed. Competency scores and 360s tell you how leaders are perceived. This assessment measures what they're actually doing.. behavioral frequency across four rater perspectives. It surfaces say-do gaps: where leaders believe they're modeling something that others aren't experiencing.

Every finding connects to the cultural dimensions that matter to your organization and identifies whether the barrier is a leadership capability issue or a systemic constraint on leadership behavior.

Learn more about the Leadership Assessment

From diagnosis through implementation.

We work with transformation and change teams at different stages. Start with a diagnosis to understand what's actually happening, or bring us in when adoption has stalled and you need it fixed.

Diagnosis

Find out what's actually blocking the change. When adoption is stalled, uneven across teams, or defaulting to more comms, more training, more escalation.. this is where to start.

Clear behavior definitions: who needs to do what, in what context
Ranked list of the constraints doing the most damage
Whether each barrier sits with people, the system, or both
Stakeholder and influence map
Priority recommendations: quick wins and structural fixes

Timeline4-8 weeks

Diagnosis + Strategy & Pilots

Go from insight to tested interventions. You want an end-to-end package that goes beyond diagnosis and produces interventions you can deploy. Pilot first, then roll out.

Everything in Diagnosis, plus:
Strategy blueprint: what changes, for whom, where in the workflow
Intervention designs: workflow changes, manager routines, stakeholder messaging tied to specific behaviors
Pilot results you can use to scale, defend decisions, and stop unproductive work

Timeline12-16 weeks

Implementation Support

Stay with the change until it works in practice. You're already rolling out. Adoption varies by team, workarounds are spreading, and the default response is push harder.

Adoption clinics: diagnose what is stuck and decide fixes
Rapid intervention iteration based on what is actually happening
Stakeholder facilitation: unblock approvals and reduce yes-in-meeting, no-in-practice
Measurement cadence: simple signals reviewed regularly, with clear actions
Rollout support across waves: drift prevention and scaling decisions

TimelineOngoing, minimum 3 months

Capability Building

Build the skill inside your organization to do this repeatedly. For change functions, transformation offices, HR/People, Product, or Policy teams that want to run this approach across multiple initiatives.

Half-day to 1 day: team briefing, shared diagnostic language, and a worked example on your initiative
2-6 weeks: applied training through live cases and coached outputs
3-6 months: embedded coaching to establish routines, adoption clinics, pilot discipline, and measurement cadence
12-24 months: build an internal behavioral change capability: operating model, toolkits, governance, and onboarding

TimelineHalf-day to 24 months

Behavioral design for products, services, and digital health experiences.

For product, service, and digital-health teams, the work starts with the behavior the experience needs to produce: onboarding completed, a feature adopted, a service used, a patient returning, or a workflow followed. We diagnose the friction and conditions around that behavior, then design changes that fit the real journey.

Onboarding and activation

Find where people drop before the intended behavior becomes part of the experience, then redesign the prompts, timing, support, and context around that moment.

Engagement, adherence, and return behavior

Identify the friction, motivation, trust, timing, workflow, and feedback barriers that stop repeat behavior from happening.

Service journeys and uptake

Translate product, service, and experience goals into observable behaviors, then identify which journey moments make those behaviors easier or harder.

Behavior-led product decisions

Turn behavioral evidence into practical product, communication, and operational changes, so teams know what to change and why.

Not sure where to start? These are fast, low-commitment entry points.

Behavioral Architecture Sprint

1-1.5 days

Define the behaviors that matter. A focused working session that produces clear behavior definitions for your initiative. You walk away with a shared language for what good looks like in practice.. not vague outcomes, but specific actions people need to take.

Post-Failure Re-Diagnosis

3-5 weeks

You tried something and it didn't work. Find out why. When a previous change initiative, training program, or consulting engagement has not produced the expected results, this engagement diagnoses what actually went wrong and what would need to be different.

Measurement Review

2-4 weeks

Check whether you're measuring the right things. Most organizations track activity, not behavior change. This review assesses your current measurement approach and recommends what to track instead.. leading indicators that tell you whether the change is actually working.

You'll probably recognize at least one of these.

Operating model and ways of working

Typical starting point: Diagnosis or Diagnosis + Strategy & Pilots

Handoffs, decision rights, process friction, and escalation patterns are stopping the new way of working from becoming normal.

Technology and AI adoption

Typical starting point: Diagnosis or Implementation Support

Usage is not sticking because the workflow, incentives, confidence, or support around the tool do not yet make the behavior easy enough.

Product and experience

Typical starting point: Product & Experience diagnostic or Diagnosis + Strategy & Pilots

People understand the offer, but onboarding, activation, adherence, or return behavior breaks at specific journey moments.

Leadership, culture, and norms

Typical starting point: Culture Assessment or Leadership Assessment

Culture change is stalling because leadership routines, norms, risk signals, or speak-up conditions are not reinforcing the behavior.

People systems and employee experience

Typical starting point: Culture Assessment or Diagnosis + Strategy & Pilots

Employee journeys and talent processes are quietly reinforcing legacy behavior instead of the new way of working.

Public sector

Typical starting point: Diagnosis

Policy, service, or citizen-behavior goals need a clearer diagnosis of what people must do and what conditions are blocking uptake.

What makes this different from other consulting approaches.

Evidence you can trace

Every recommendation connects to a specific barrier, backed by published research on what works for that type of constraint. No best-practice lists. No frameworks you cannot audit.

People and systems, not either/or

We diagnose whether the barrier sits with people, the system, or both. Most approaches default to one frame. We check both.

Integration, not parallel workstreams

Everything we design fits into your existing meetings, review points, and operational cadence. If an intervention needs a parallel workstream to survive, it fails our design test.

Measurement that tells you what is working

We track behavior change, not training completion or comms reach. Simple leading indicators are reviewed at the cadence your team already uses, with clear decisions attached to each signal.

See the full SHIFT method

Have a challenge you want to talk through?

Tell us what you're working on. We'll let you know whether and how we can help.. and if we're not the right fit, we'll say so.

Get in touch