Transformational Change Consulting

“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions,
if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.”

Daniel Goleman, Ph.D, author of New York Times bestseller Emotional Intelligence

Transformational Change


We agree… transformational change is a mammoth term. Some have explained it as the feeling you’d have if you were building a plane while flying it!

Advantaged Leadership supports you in addressing the parallel challenges of optimizing your strategy while also maximizing current performance.

Shifting an organization’s culture, behavior, and business processes requires clear objectives, action-driven strategy, and complete focus. Fully 70 percent of in-house change initiatives are all but dead on arrival. Chief shortcomings include: lack of capability, confusion or lost focus. We create a cooperative atmosphere, outlining clear expectations to support teams in focusing on achieving necessary change within their organization.


The Advantaged Leadership Value

Transformational change is a high risk, high reward process. Those who succeed discover a true differentiation in their capabilities and achieve a sustainable competitive advantage. In order to set a team or organization on the pathway to success, Advantaged Leadership works with the leadership team to assess every aspect of the entity, from organizational capabilities to talent, costs to infrastructure, and business processes to leadership. Ultimately, transformational change is changing attitudes, energy, engagement, and performance… a complete alteration in mindset, culture and performance. Successful execution is defined by great strategy combined with stellar leadership, which translate insights into high impact results.


Our Blueprint

When it comes to achieving successful transformational change, Advantaged Leadership follows a 10-step methodology:

  1. Conduct a clear assessment of the “as is” and “to be” states. A comprehensive review to assure understanding and alignment across the C-Suite and leadership teams, answering three important questions: Where are we now? Where are we going? What will it take to get there?

  2. Develop a consensus relative to vision-mission-strategy including stakeholder agreement on company-wide and functional implications.

  3. Perform a gap assessment between current and future states. Develop a strategy to leverage strengths and eliminate weaknesses.

  4. Articulate the total change process and determine how it will cascade across the organization.

  5. Create clear action plans in all dimensions, including: change initiatives, leadership, program management, governance, key analytics, communications, roles and responsibilities, and cross-functional team integration.

  6. Recognize and accept that complex initiatives are dynamic in nature. This requires a highly engaged leadership team that is agile, adaptable, and responsive to changing demands both inside and outside the organization.

  7. Cultivate change leadership and management capabilities at all levels. Our work supports you in determining who is in need of what specific training. This process generates a development agenda and requires a commitment to investing in “human capital.”

  8. Establish a Senior Leadership Steering Process. Highly engaged, committed and visible leaders “walk the talk.” We provide resource support, assistance in recognizing and removing barriers and obstacles to empower and motivate.

  9. Define and communicate clear governance, decision authority, responsibilities and accountabilities.

  10. Create two-way communications predicated on genuine transparency – essential in accurately measuring morale, progress and to identify potential gaps, pitfalls and previously unforeseen risks.


Poor planning, ineffective leadership, and disjointed goals often disrupt transformational change initiatives. Confusion, chaos, and uncertainty usually ensues, thus leading to a workforce disillusionment and disengaged leadership.

Our methods consider the “mechanics” of change… performance metrics, quantification of savings, process optimization plans, program management, and accountability controls. However, these “mechanics” can only be leveraged through a strong foundation of team cohesiveness, alignment, mutual trust and interdependencies in a results-oriented organization where people are charged with “making it happen.” It is our belief that empowered, capable people who are fully aligned behind the vision, mission, purpose, and plan will steer the success of lasting change. Blue-Arrow


Executive Coaching gave me an opportunity to analyze each goal, to explore numerous possibilities and potential outcomes from both action and inaction. Verbally thinking through the issues and possible solutions help sort through concurrent projects and problems which I wasn’t addressing with actionable strategies. The word empowerment comes to mind in describing what was most beneficial.
Executive Director

The process of articulating my thinking allowed me to identify specific areas of focus and strategies to support my success. The aspect of personal accountability was extremely helpful. Positive feedback helped me to look more closely and reflect on my practice in a structured setting giving me new insights into my work.

Dan’s coaching empowered me beyond anything I had imagined. Goals seem finite in comparison to my growth as a leader, and in turn the growth of my staff. From executive coaching, I’ve found that I had the answers most of the time. When I asked for help I found a wealth of knowledge from my executive coach.

Contact Us Today

1778 Aberdovey Road,
Hershey, PA 17033
(717) 215-5227

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