Program Overview · For Organizations

Small Changes.
Continuous Improvement.

The Lean principle behind lasting organizational change.

Most change programs bet everything on one big rollout. I train your team leads, engineering managers, and delivery managers to build learning cycles instead. Each cycle tries a small change, watches how it affects skill development, and adjusts before the next one starts. Improvement keeps going after the workshop ends.

Get Your Questions Answered

The Problem

One big change is a gamble. Small loops are a system.

Most change initiatives are a single bet. Roll out the new process and hope it sticks. Lean manufacturing solved this decades ago with a simpler idea. Make a small change, watch what happens to the system, adjust, and repeat. I bring that same discipline to behavior change.

"One of the things we've learned from lean principles is the value of small continuous improvement... it's very much a systems thinking mentality that really I haven't seen in any of the other frameworks, and it was very powerful."
Ron Heywood, Staff Engineer

A structured method finds the one change worth making first. Then the same loop that made it work keeps running long after I've left the room. Notice what's happening, change one thing, step back and monitor, apply what you learned, and repeat.

What You'll Build

Two concrete deliverables

01
Your first change identified

A structured method finds the one change worth making first. It maps how your people actually work, not what the org chart assumes.

02
Your leads running the loop

Your team leads, engineering managers, and delivery managers learn to spot the friction in the workstream and find the one behavior shift that moves it. It becomes part of how they already lead, not something added on top.

Two Ways to Work Together

Same method, different pace

Both paths find your first change with the same structured method, and end in the same follow-up coaching. The loop keeps running after I leave; what changes is the pace, and whether we're in a room together or working across a month.

Onsite · 2 Days + Coaching

The 2-Day Onsite Intensive

Day 1
Find the First Change
  • Walk the trail. Excavate the real problem from where your people actually stand.
  • Map the system. See the full delivery system in one view, including the goal, the actions taken, the context that made those actions sensible, and the effect on the system.
  • Identify the keystone. Pressure-test candidates by tracing the ripple, this behavior, then that change, then the next, until one change clearly unlocks the rest and starts the loop.
Day 2
Deploy It
  • Build the recipe. Write the behavior precisely enough that someone can follow it on a low-motivation day.
  • Build the bridge. Find the metaphor or diagram that repairs the mental model standing in the way.
  • Name the upshift. Compress the experience into something short enough to teach and spread.
  • Leave knowing exactly what to try first, and when I'll be back to check in.

Followed by the coaching series below.

Remote · 1 Month + Coaching

The 1-Month Online Program

Before You Start
Pre-Work
  • Stakeholder interviews, using a provided template, before we ever get on a call together.
Week 1
Kickoff
  • The same discovery method as the onsite Day 1, done together live, in one guided session.
  • Leave with your first change selected, and the loop ready to start.
Weeks 2–4
Build in the Open
  • Week 2. Build a first, simplified pass on Recipe, Bridge, and Upshift. Done is better than perfect.
  • Week 3. Sharpen the microbehavior until the recipe is precise.
  • Week 4. Refine the upshift and how the cycle closes.

Followed by the coaching series below.

What Happens After · Both Paths

The follow-up coaching

Both paths end the same way. Each participant gets a fifteen-minute, one-on-one check-in every week, while applying what they learned back on the job. You already have what you need to start; the check-ins keep you honest about whether you're using it.

Every Week
The Same Three Questions

What did you try, what actually happened, and what's the one adjustment worth making before next week.

Early On
Steadying the First Attempt

You get the simplified version of the change working in real practice, on real days.

Later
Sharpening What Works

You tighten the behavior itself, then how it's named and taught, until it holds up without you in the room.

There is a support app for participants to nurture a working document for what is being built and improved.

Already have training material of your own? See the hourly consulting options for turning it into a modular library.

Not sure which path fits your organization?

Get Your Questions Answered