Organizations approach learning, transformation, leadership development, and change all wrong. Organizations are social. Our approaches focus on embedding new ways of working where they matter most: In local tribes. Our award winning work in Routines, Team Based Learning, Leader Led methodologies, and Transformation Architecture have helped organizations around the globe shift how they work.
We are iconoclasts, with decades of experience, who think differently. We see the challenges of working in new ways as local in nature, and our work focuses on new approaches to get traction on the ground. Our work is frequently published in world-leading places like the Harvard Business Review, CLO Magazine, and Change This!
Disrupting the status quo
Organizations are social systems. They ‘domesticate’ people to certain assumptions and ways of working – much of this happens locally, in teams. This “like mindedness” can cripple performance and innovation.
We do things differently. We bring decades of experience and cutting edge ideas directly into the context of your organization. We focus on learning and change where it matters: in the local relationships of your organization.
We focus on disrupting the status quo, because organizations are stuck in legacy ways of working that need to be unsettled. We focus on real life application, not abstraction.
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What we offer
Transformation Advisory – CEO and Executive Team Intensive
We work with CEOs and senior leaders to help them execute their vision for an organization. Most change initiatives merely scratch the surface. We work with leaders to help them understand how they can do things differently, driving change into the heart of an organization, by focusing on the day to day moments that shape culture.FIND OUT MORE
Embedment – making new ways of working ‘stick’
We embed new ways of working in large populations of people. Whether we are using our award winning work in Team Based Learning and Leader Led Methodologies, or our ground-breaking expertise in defining and replicating Routines, we are the world-leaders in embedment. We have developed approaches and technology platforms to help organizations actually impact what people do ‘on-the-ground.’
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Digital Transformation and Diagnostics – platforms for scale and performance
Through our innovative platforms and approaches, we accelerate the uptake and embedment of Transformations. Our Diagnostics and Domestication Index identify and map your status-quo to give you a baseline view of the context and local norms you’re trying to affect. Our Transformation Architecture creates structure to deliver and embed change, locally, while our proprietary software (ReMark) gives leaders fast-cycle feedback on the moments that matter. Our platforms and approaches are built for scale and performance, where Embedment really matters.FIND OUT MORE
Meet the Team
Like Minds Advisory is a collective of leadership learning experts who share the belief that leadership development and organizational change happens socially and in the context of the day to day work environment. We bring provocative ideas about how to impact and shape leaders and organizational culture and performance. This is our passion and our specialty.
Speaking Our Mind – Latest Posts
by Todd Warner March 22, 2018
We make many assumptions about organizational learning. Most of them are wrong.
On the surface we seem to know what organizational learning is: People attend programs or complete e-learning modules, they learn something new and they somehow become better. But this approach doesn’t represent how people in organizations actually learn. Hence we see massive failures across the board in the effectiveness of organizational learning.
As a result of this quandary, most organizations pursue efficiency in learning. They drive down internal learning budgets and replace costly face-to-face programs with less expensive e-learning solutions despite the fact that the completion rates of many e-learning modules are in the single digits. The thinking is “if it isn’t going to work it might as well be cheap and we should have a lot of it.” As a result, organizational learning is caught in a downward spiral of ineffectiveness.