Changing the Nature of Change

To create a resilient and adaptable business environment, organizational leaders and members need to examine their relationships with change (as natural and ongoing instead of as events), resistance (which, in most cases, is not because employees have bad attitudes), confrontation (as productive and healthy instead of win-lose), and collaboration (multi-level involvement instead of top down).
Through a process developed by Imaginal Wisdom, organization members learn to liberate themselves from fixed ways of thinking to create possibilities, actions, and outcomes neither previously conceived nor accessible through rational, analytic approaches. Only then can sustainable, transformational change emerge.

Inspired 21st Century Leadership

No learning or change occurs at the organizational level without first occurring at the individual level; an idea seldom recognized by business leaders or consultants. Discovering how to acknowledge and resolve the resistance, anxiety and fear of change through inclusive cooperation is central to becoming an inspired leader within your organization.
We all have inner wisdom, but few call upon it to effectively guide their creativity, relationships, and personal leadership visions. 


Here's how you can beg​in your experience using imagination as the precursor to logic:
  • 1 1/2 day organizational change process: Experience a new way to spark transformational change in your organization through an inclusive, cooperative, imaginative group process. Generate possibilities for change never before conceived.
  • 1/2 day leadership process: If you are contemplating a large-scale change initiative, make sure you are working on the real issues, not just the symptoms. The 1/2 day process can help refine the issues at play and can also be used as the first step to introducing a full organizational change process.
  • One-on-one leadership consultation: In personal sessions, emerge your own inner wisdom to resolve the entanglement of beliefs, values and unconscious thoughts standing in the way of a more purposeful leadership role within your organization.
Learn more in a no-obligation consultation.

When to Use the Imaginal Wisdom Process

  • Revitalizing and/or assimilating a new organizational vision, mission, or strategy. 
  • Understanding existing or potential conflicts between organizations involved in mergers, acquisitions, or joint ventures, between multi-cultural units or between headquarters and the field.
  • Understanding the dynamics of traumatic events such as layoffs by including those most affected by such changes to acknowledge emotions or to re-imagine the problem into alternative solutions.
  • Creating seamless communications between all stakeholder groups by weaving learning and language into an integrated tapestry of hiring, orientation, training, meetings, strategic direction, marketing/CXM and leadership development in such a way that former obstacles no longer have a place to thrive.
  • Exploring whether what you say you value matches what is rewarded.
  • Aligning employee experiences with your marketing efforts.
  • Exploring possibilities not previously conceived when starting a new unit, department, facility, or business by including the voices of those who will be asked to work there.
  • Cultivating empowering skills such as inquiry, inclusion, listening, and seeing differently for organizational leaders, managers, and members.
  • Understanding what will be lost prior to succession planning.
  • Understanding transformation in an emergent way prior to hiring outside resources.