Innovation and Transformation
“In highly uncertain, complex and fast-moving environments, strategies are as much about insight, rapid experimentation and evolutionary learning as they are about the traditional skills of planning and rock-ribbed execution.”
– Rita Gunther McGrath

Innovation and Transformation
The ubiquitous human experience is that innovation and change are challenging but essential and potentially extremely rewarding. At Leadership Journey and Reframe Coaching and Mentoring, we focus on innovative outcomes for individuals and teams and transformation at the organisation level. We aim to foster and assist the development of self-reinforcing models for continuous change, a necessity today’s organisational environment.
Innovation for Individuals and Teams
We seek to partner with innovation initiatives at the individual and team-based level, aligned with their respective goals and aspirations. Our clients find driving and fulfilling innovation at the individual and team-based level is an exciting and rewarding journey. Still, to unleash this potential, we focus on drivers and blockers of change. One common blocker is the frustration in shifting mindsets for which we use groundbreaking psychological research which surfaces goals, drivers, competing commitments and small experiments. It helps unlock the often unsurfaced resistance to change. Secondly, we uncouple the change process itself from the emotional dimension of change, giving people insight into their responses and agency over the change process.
Transformation for Organisations
At the organisation level, we use bespoke solutions to drive the corporation’s long-term goals. For example, some clients ask for coaching and facilitation in developing more visionary thinking, applying this to their corporate strategy, with the aim of improvement of the core, and exploration of adjacent or growth opportunities. Others, aim for a deep dive into their culture, for which we use the Organisational Culture Audit tool (OCA™) to understand with more clarity an organisational aspirational culture dimension, its current actions and use these to build a program for cultural change which better suits today’s environment. Still, others, find their real focus is a conceptualisation of a future business model, with a better value proposition for its customer segments and a heightened awareness of the firm’s key partners, activities, and resources, as it goes to market.
Recommended Reading
- Working Identity, Herminia Ibarra
- Immunity to Change, Robert Kegan and Lisa Lahey
- Lead from the Future, Mark Johnson and Josh Suskewicz
- The Invincible Company, Alex Osterwalder