The Challenges I Help You Solve
These are the problems companies bring me. Nearly all of them trace back to a single cause.
Because I understand how human behavior actually works, I help companies dealing with:
- Relationship issues among owners
- Employees or leaders protecting their own interests over the company's interests
- Projects stalled by resistance to change: AI implementations, process changes, reorganizations
- Employee, team or leader performance below expectations
- A lack of accountability, responsibility and ownership of results
- A culture that settles for "good enough"
- Outgrowing your current organizational structure
- Hiring mistakes, under-performing employees and undesired employee turnover
One recurring theme
One recurring theme runs through all of these challenges: resistance to change.
Resistance to change is a naturally occurring, unconscious, and involuntary human reaction to change. Changes trigger our physiological fight-or-flight response because they take us out of our comfort zone.
The next time you announce a change, your team is ready to resist it:
Here we go again.
Another flavor of the month.
I can already tell you it’s not going to work.
But remember: human behavior is highly predictable. Human Behavior Science provides us with a highly effective and predictable process that helps employees move from resisting change to embracing change.
6× More likely to meet or exceed objectives, with excellent change management Prosci – 12 benchmarking studies since 1998, more than any other in the field
And when change succeeds, you build more top performers.
A real-life example
A large insurance agency was in office space built out by the previous tenants. The layout didn't work for them. They decided to move across the street to office space they designed to fit their needs.
I met the CEO six months after they moved. I asked him, "How did the move go?" He said, "I will sell the company before we ever move again!" I suspected the answer had something to do with resistance to change, but I wanted specifics.
He said, "In the new layout, people from the same department all sat near each other. I thought that would be a welcome change from the weird layout of our old office.
"From the time we showed employees the blueprints, they resisted the changes. 'Why can't I sit next to Nancy?' 'I need to be near customer service.' 'The main copier will be so far away.' 'What color will the walls be painted?' 'There are two break rooms instead of one. That will separate us.'"
The CEO continued, "Even Vice Presidents complained, 'Boss, my office used to be next to your office. Now I'm at the other end of the building in the sales department.'" The CEO said, "Yes, that's because you're the Vice President of Sales."
The CEO didn't expect naturally occurring human behavior to be an issue. He realized that human behavior challenges directly affected efforts to achieve results. Now he's aware of the powerful impact human behavior has on achieving results - or not.
Humans don't like change because it's unknown and it requires us to change our habits and our routines. We prefer things to stay the same - even if we will eventually prefer the new way.
Again: human behavior is highly predictable. Human Behavior Science provides a highly effective, predictable process that helps employees move from resisting change to embracing it.
Get more return on your investment
If you have one or more of the challenges listed above, let's solve them.
I want to help you spend more time driving your company's performance and record-setting financial results, instead of fixing the same challenges over and over.
See what that has looked like for other companies →
Sources
- Creasey, T. (2026, August 7). Best practices in change management. Prosci. https://www.prosci.com/blog/change-management-best-practices