How Change Happens

Transformation doesn’t happen by chance — it’s intentional, structured, and grounded in evidence-based approaches. My work draws on leadership science, behavioral change methodologies and systems psychodynamics to equip individuals and teams to navigate complexity and create lasting impact.

Grounded in the discipline of Organisation Dynamics, my approach explores the unconscious forces shaping group behavior and the hidden dynamics influencing teams. Through methods like circle work, group-as-case and hypothesis testing, I help surface the fears and anxieties that keep groups stuck—opening space for insight, growth, and transformation. 

Change Happens in Moments

Transformation isn’t a single event—it unfolds through conversations, interactions, and every day choices. When people engage in honest dialogue, speak from the ‘I’, take ownership of their experience, and seek to understand others, meaningful shifts become possible.

At the heart of my approach is the belief that change begins with awareness, is strengthened by acceptance, and is realised through action:

AWARENESS → ACCEPTANCE → ACTION = CHANGE

This philosophy is grounded in research-backed models and practical insights:

Above & Below the Line Thinking:
Distinguishing Ownership, Accountability, and Responsibility from Blame, Excuses, and Denial. A core foundation for leadership growth.

Stimulus + Thinking = Response (S + T = R):
Inspired by Viktor Frankl, this highlights the power of thought in influencing behaviour. Strengthening our thinking gives us greater choice over how we respond, and the results we create. 

The Space Between Stimulus and Response: As Viktor Frankl reminds us…

“ Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom. ”

— VIKTOR FRANKL

I help leaders and teams harness that space to make intentional, high-impact decisions.

The Outcome 

Leaders with clarity, teams that thrive, and organisations that create lasting impact.

Updated Further Reading & Influences

  • Anderson, R.J. & Adams, W.A. (2015) Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results. Hoboken, NJ: Wiley.

  • Anderson, R.J. & Adams, W.A. (2019) Scaling Leadership: Building Organizational Capability and Capacity to Create Outcomes that Matter Most. Hoboken, NJ: Wiley.

  • Bushe, G. R. (2010). Clear Leadership: Sustaining Real Collaboration and Partnership at Work (Revised ed.). Davies-Black Publishing.

  • Dethmer, J., Chapman, D. & Klemp, K. (2014) The 15 Commitments of Conscious Leadership: A New Paradigm for Sustainable Success. Conscious Leadership Group.

  • Frankl, V.E. (2006) Man’s Search for Meaning. Boston, MA: Beacon Press.

  • Fisher, R., & Ury, W. (2011). Getting to Yes: Negotiating Agreement Without Giving In (3rd ed.). Penguin.

  • Human Synergistics (n.d.) Research on Constructive Leadership and Behavioral Change. Available at: www.humansynergistics.com

  • Kegan, R. & Lahey, L.L. (2009) Immunity to Change: How to Overcome It and Unlock Potential in Yourself and Your Organization. Boston, MA: Harvard Business Press.

  • Kofman, F. (2006) Conscious Business: How to Build Value Through Values. Boulder, CO: Sounds True.

  • NIODA (n.d.) Master of Leadership and Management (Organisation Dynamics). Available at: www.nioda.org.au

  • Taylor, C. (2005) Walking the Talk: Building a Culture for Success. New York: Random House.

  • The Arbinger Institute (2010) Leadership and Self-Deception: Getting Out of the Box. San Francisco, CA: Berrett-Koehler Publishers.

  • The Leadership Circle (n.d.) Leadership Effectiveness Framework and Research. Available at: www.theleadershipcircle.com