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For the past 100 years, management teams have been short-changed in the change process. They traditionally "kick off" change initiatives and are given roles as team sponsors and reviewers of monthly project reports. Unfortunately, management's direct impact on change has been misunderstood and underestimated, resulting in significant disconnects that form hidden barriers to change. These barriers are not addressed by change initiatives, so they "live on" negatively impacting performance, culture, management effectiveness and speed of change.Management credibility is lost when shortfalls are significant. IT'S TIME TO ADDRESS THIS ISSUE!

It's time to enter the Final Frontier of Change where management's barriers to change reside. These barriers that have been overlooked for the past 100 years, but no more! This frontier will be fun to explore and will yield GREAT RETURNS! You will tackle and overcome these barriers. Once management's barriers are gone, everything else is easier and change can occur at an accelerated rate! 



Management teams make decisions and solve problems based on past experience and perspectives about their role in improving performance, forming culture and driving change. Most teams don't understand that some management perspectives limit a company's success with change. BARRIERS TO CHANGE steal profits, hide equipment capacity, increase cost, harm culture, interfere with projects and hurt management credibility. A lack of awareness about the link between management perspectives and gains captured gains captured causes millions in losses annually! If executives, managers and superintendents struggle when trying to meet forecast, follow a plan, manage projects, coordinate work, solve problems or lead change, their perspectives may be part of the problem



Being unaware of a potential danger or threat is like being a dark room... Becoming aware of a danger or threat is like turning the light on for the first time.

We use "revelation learning" to help you gain new perspectives on old problems! Revelation learning occurs when people connect with a story, example or exercise in a way that helps them see things differently and NEVER GO BACK to their old way of thinking! SUDDENLY you gain a new perspective and understand what's stopping your progress and can do something about it. In fact, you may be compelled to act immediately to fix a problem that you have been "walking by" for years. New Perspectives on change FOREVER CHANGE what people fix, measure and talk about, which translates into higher profits, a better culture and faster change! 



We send people to annual safety training to 1) raise their awareness about safety hazards in the workplace and 2) learn how to avoid or remove hazards if possible. This kind of hazard training helps people work safe. We want them to make different choices and have a safety mindset as they go about their work.

Hazard training for change raises awareness about barriers, pitfalls and hazards that interfere with the change process. It teaches people how to avoid or remove them. When people are aware of the barriers that sabotage their improvement efforts. We want to them to make different choices so that you can make more money and change faster!  



Change impacts performance, culture and management effectiveness, so why should training about change be any different? Our one-of-a-kind "change awareness / barrier removal workshop experience" catapults your management teams to a whole new management capability because it simultaneously touches the "big three" (performance, culture and management effectiveness) and connects each one to the change process.

Barriers to change "trap" improvement potential, steal profits, hurt culture, reduce management credibility and slow change down. This unique workshop raises awareness about these barriers and teaches strategies for removing them. Understanding and removing your barriers to change is the key to performance optimization, great cultures and successful change. 

When management teams have this knowledge, 

  • They ask questions that result in different decisions about equipment, expansions, costs, projects, problems and department relationships.
  • They learn how easy it is to remove some barriers.
  • They change a lot faster because they are armed with mindsets and tools to take their barriers down.
  • They view barrier removal as a primary strategy for improving performance and accelerating change.
  • Their confidence grows as they make new choices that contradict old behaviors.
  • They NEVER GO BACK to their old way of thinking about change and their roles in change.
  • They build trust with the workforce and within the management team.    

When companies have this knowledge . . .

  • They have an opportunity to achieve enterprise-wide excellence, unite management and the workforce, and sustain operations during tough times. 
  • They can maximize the use of existing capacity, avoid or postpone expansions, and place expansion capital where it is really needed.
  • They identify and solve problems that have not been solved before.
  • They manage projects differently and experience lower contingencies and higher ROIs.
  • They reduce the risk of loss during the change process.
  • They inject new power into every change initiative before, during and after implementation.


These videos are examples of the topics discussed in CHANGE REVELATION work sessions.
  Barriers and Management Credibility
Million Dollar Choices with No Accountability
Problems Accepted as Part of the Process
Inconsistent Work Practices
6 Words for Culture Change
Strife in the Workplace
Fear in the Workplace
Execution and Capturing the Value
Root Causes of Barriers to Change
Truth and Trust in the Workplace
Mixed Messages
Changing Management’s Perspective

OptimiZ Consulting LLC