Our Change Tools.

Learn more about our Stretch for Change model.

Explore our Change Tools.

Our Framework

Our approach focuses on three areas, each building on each other:
1. Change Openness:
Our mindset is the lens through which we see reality. If we don’t have the right one, it can cause a distortion in our vision. We move people from being “stuck” to being more open to change.
2. Change Fitness:
Organizations waste a lot of time trying to solve the wrong problem. Reframe problems into more meaningful ones by applying multiple perspectives. Positively impact the team, the organization, and the broader society.
3. Change Leadership:
Leading through change requires a different mindset too. Regardless of their role or title, anyone can learn to become a change leader. Embrace a more mindful and human style. Build a culture of change and resilience.

Change Mindset

Move from "Stuck" to "Change". Let go of toxic behaviors. Experiment beyond your comfort zone. Once we reach a new limit, the cycle starts all over again.


a. Become Self-aware: Understanding our own limitations and self-sabotage is the first step. Let go of the me-me-me drama. Start opening up to change.


b. Take Ownership: Stop complaining and move into action. Let go of empty excuses like “I’m busy” or “that’s not my job” or “I don’t know how to do that”. Stop reacting and start adapting.


c. Gain a Superpower: When you learn to not only accept your internal and external limitations but also use them to your advantage, constraints can become a superpower.


d. Experiment: Be more action-driven rather than trying to plan and anticipate everything. Be more experimental, learn to improvise by putting your perfectionist mind aside.

The Bridge

As a problem solver, you need to cross from an undefined problem to a meaningful solution.
Empathy research is the foundation of the bridge. To reframe the initial problem into a meaningful one. To validate ideas and prototypes and confirm you are on the right path.
When you don’t have the right user understanding, the bridge collapses.
A meaningful problem is one worth solving. Not only will make your team excited, but also those who will benefit from the final solution. 
A meaningful solution is one that positively impacts your team, your organization and the broader community. 

A Change-fit Culture


Transparency builds trust: According to Google, psychological safety is the key to building a perfect team. For people to feel safe to express their opinions and ideas.


Experimental: Knowing how to ask the right questions is critical in a world that is reinvented daily. Learning by doing is the way to find the answers.


Cadence: Create the right rhythm and speed to build a culture of change. You need trial-and-error and continuous experimenting, not one-offs.


Resilience: The ability to adapt and bounce back is crucial to thrive in an ever-changing world.


Mindful Leadership: Bring a human and vulnerable mindset to the workplace. People don’t live to work; they work to live.

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