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Most hidden barriers to change come from two places: 1) the design of management processes and 2) management perspectives and behaviors. Because these barriers exist OUTSIDE THE SCOPE of change initiatives, they are not removed during implementations and work behind the scenes to sabotage change. The link between these barriers and shortfalls in expected benefits is not well-understood; as a result, profit, culture and management credibility suffer. Without strategies for barrier removal, companies are held hostage by their own barriers to change. Barrier removal training exposes barriers AND teaches strategies for barrier removal. Management teams will NEVER GO BACK to their old ways of thinking after gaining new perspectives on change and the barriers that are holding you back.



We will review three groups of management policies, procedures and decision-making tools/models during training. You will understand how management tools, activities and goals are connected to equipment optimization, cost reduction, proactive cultures and sustainable change.

  • EXECUTIVE Tools & Strategies
    • The people at the top set the strategy for success, create the culture and enable change, intentionally or unintentionally, which is why it is critical for the executive team to understand their barriers to change. When their barriers to change are removed, change is accelerated at an amazing rate!
    • Includes: Centralized Functions, Customer/Supplier Relationships, Expectations, Incentive Plans, Vision & Mission Statements
  • PERFORMANCE Decision Models & Tools
    • Management teams use numbers to diagnose the health of production processes and to plan for future performance. Targets and expectations for performance in budgets, forecasts, value stream models, capital approvals, etc. can become disconnected from what is actually possible to achieve. Because “numbers drive behavior”, links between these components and change is strong. Management needs to understand these links to overcome or remove the barriers created by them.
    • Includes: Budgets, Forecasts, Capital Requests, Productivity Models, General Ledger, Key Performance Measures, Planning Systems, Process Control Systems, Value Stream Capacity/Bottlenecks
  • ORGANIZATIONAL Tools & Systems
    • Organizational tools and models are used to manage personnel and expectations for performance; management needs to understand these barriers associated with this group to overcome or remove them. If not accompanied with the right intent, words and actions, pitfalls in these tools and systems can lead management down the wrong path for performance and culture.
    • Department Relationships, Job Descriptions, Organization Charts, Policies/Procedures, Project Management, Training Processes/Systems


Broadening management’s perspective about change is the first step in raising awareness and achieving results only imagined in the past. This is critical to your success because ALL WORDS AND ACTIONS come from what your team believes about change AND their role in change. New beliefs must replace old beliefs before trust can be built, before optimization can be reached, and before culture can really be shifted from reactive to proactive. Change Revelation Training touches:

  • Setting and Meeting Expectations.
  • Truth and trust as foundations for the culture.
  • Team interaction and its affect on department relationships and project management.
  • Strategic communications that remove barriers to change and propel you towards optimization.
  • Choices that management team members make as they go about their daily activities and how those choices impact culture and management credibility.

Awareness exercises and interactive situational group exercises are designed to create comfort zones for change and give the entire team "practice" making new choices before it counts.

Our goal is to help you build a culture founded on trust. Without it, companies forfeit profit, make decisions based on bad or incomplete information, and face the same problems year after year. Trust depends on two things: the freedom to speak about problems and management's reaction to those problems. Management's reaction will either keep the open communications flowing or shut them down. Ultimately, the workforce cannot take responsibility for this flow - only management can do this! Without this flow, ACCESS TO POTENTIAL is denied and change goes A LOT SLOWER!        



  • You will have new strategies to minimize risk of loss during the change process.
  • It will be easier to discuss and solve difficult problems.
  • Building trust will be part of your strategy for change and making money.
  • You will understand how management choices impact performance, culture and the entire management team.
  • You will learn new skills to avoid sending mixed messages to the team and to the workforce.
  • New awareness of strife's impact in the workplace will change the way people solve problems, manage projects and work together.
  • Departments will begin working as partners, maybe for the very first time.
  • Key measures will link directly to value creation and potential, not just budget.
  • Setting and meeting expectations will have a higher priority.


 CALL US AT 480-545-9095 or 480-223-2230 to learn more about the World's First "Hazard Training for Change"!

OptimiZ Consulting LLC