We all know stories are powerful, but how do you harness that power effectively? At Switch, we believe storytelling is more than just crafting a narrative—it's about driving real change. 

Through our 3-phase approach—Understand, Plan, Launch—we guide our clients in using storytelling to make transitions smoother and more impactful.

Are you finding your facilitation of virtual sessions are not as engaging as you would like? Read these best practices for elevating your virtual meetings to create exceptional value.

A successful ERP implementation goes beyond turning on new technology. It also involves new ways of working and new behaviors for employees in an organization.

Tips for how to leverage a disruptive event to accelerate transformation.

Many people begin a new year with long-term personal goals but find that they lose momentum over time. It’s not that they didn’t want to change. It’s just that long-term change can seem daunting. It’s the same for large or multi-year organizational change. That’s why we recommend planning, and making, shorter-term “micro-changes” along the way to build and maintain momentum. These five strategies can help.

Leading a successful transformation is hard, leading a successful digital transformation is harder.

Tips to evaluate and improve upon your change efforts in 2024.

The ability of an organization to successfully manage change is the key to shifting from a culture that struggles to achieve goals to one that builds momentum while moving from milestone to milestone.

Decisions are not binary. This concept, and the Leadership Agreement framework that supports it, is a critical tool in our work with leadership teams. Learn how we work with Leadership teams to gain consensus.

“Deskless” or non-connected employees make up about 80% of the global workforce.” Read more to discover some best practices for connecting with this population.

Project Management prepares solutions for organizations, whereas Change Management prepares organizations for solutions.

Some people hear, “workshop,” and immediately groan. They think, “We don’t have the time.” What our clients tell us is that bringing their leaders together to learn how to lead through change has been one of their highest-impact investments in their culture, risk mitigation, and productivity.

Managing change is not only a challenge for leaders in the workplace; it is also a challenge they face in their personal lives. Not surprisingly, the latter often impacts the former. At Switch, when we step into a project, we do more than apply tools to a business case; we recognize that the leaders we are working with may also have personal challenges they are navigating.

As they say in Star Trek, “resistance is futile”. Or is it? It’s up to you as a leader to anticipate resistance and make a plan to minimize it - or you can allow resistance to take root through a lack of change planning, leaving your initiative vulnerable to delays and failure. Switch Consulting Group provides insight into change resistance and helps to develop tactics to mitigate and manage resistance when it occurs.

What if a simple matrix could serve as a guide to help leaders understand how to lead their team members more effectively? The Skill Will Matrix, developed by Paul Hersey and Ken Blanchard, enables leaders to identify which leadership lever to pull to get the most out of their teams.

One of the roadblocks to transformation that we frequently encounter is a lack of alignment among leaders. The organization will not be successful if transformation is a competition. Instead, the process must be led by a team of individuals who understand that the only way to move forward is together.

Leading people through change can feel overwhelming. The complexities, personalities, and pressures involved are a lot for leaders to manage. At Switch, we have an approach that makes change EASIER. In fact, we are so passionate about helping our clients manage change that we have made it our main business focus.