Emotional Mechanics of Change Discovery Assessment

Uncover the root cause of complex operational challenges and build a roadmap for achieving visionary results in an environment of continuous change.

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Change takes more than “management”.

Every change brings up powerful emotions—like fear, frustration, hope, and excitement—that most organizations try to ignore or “manage” away.

When change had a beginning, middle, and an end, this approach worked to a certain degree. Today, when change is continuous and massively disruptive, organizations need to develop their skill in working with the Emotional Mechanics of Change so they can achieve their growth goals through innovation, agility, and resilience.

Working with Emotional Mechanics is not a punishment. Instead, it can liberate creative problem solving, hope and excitement for the future. That’s because the Emotional Mechanics are not just about how people feel—they’re also about how people think.

By shifting attitudes and mindsets, this work can improve performance, productivity, collaboration, and creative thinking—resolving politics, stalled decisions, and broken trust in the process.

Our Discovery Assessment identifies where the Emotional Mechanics are currently at in your organization. You’ll see strengths and vulnerabilities, and receive a tactical roadmap for how you can go forward.

See how Emotional Mechanics are affecting performance

We show you how the Emotional Mechanics are creating your real challenge. More than telling you what’s wrong, we help you understand how and why you got there, and what you’ll need to do to get out of it.

Start by making change at the top

This is not typical change management. We work directly with CEOs and leadership teams to help your shift your mindsets and perspectives, so you can address these challenges with precision and creative thinking.

Change roadmap customized for you

You’ll get a precise roadmap for moving forward, showing three levels of change: what to stop, what to start, and how to move faster. These changes include solutions you can implement yourself.

New frameworks for thriving through continuous change

Every organization needs to work with the Emotional Mechanics on an ongoing basis in order to stay flexible and resilient as the world changes. We’ll show you the tools, frameworks, and practices you need to keep thriving.

What You Get

Over 4 weeks, we conduct deep research—interviews with leaders and team members, strategic communications review, team observation—to diagnose what's blocking progress.

More than a report, this is a living process that starts shifting team dynamics immediately.

Timeline: 4 weeks

Research & Discovery

Leadership and team member interviews (confidential one-on-ones)
Strategic communications review
Team dynamics observation
Cross-departmental insights gathering

Diagnosis

Synthesis of findings into clear patterns
Custom diagnostic identifying where Emotional Mechanics are creating operational problems
Written assessment of strengths, vulnerabilities, and root causes

Custom Roadmap

3-level change plan: what to stop, what to start, how to accelerate
Tactical recommendations for immediate implementation
Long-term strategy for building resilience

Leadership Alignment

Facilitated session with your leadership team (half-day or full-day)
Real-time work through key emotional dynamics
Consensus building on priorities and action steps
Accountability structure for implementation

Ongoing Tools & Support

Frameworks and practices for working with Emotional Mechanics
Resources customized to your organization
Implementation guidance as you begin making changes
Optional continued advisory for sustained transformation

What’s Included

Who This is For

→ Best fit for organizations:

25-250 employees
Ready to make real change
With leaders who recognize they need to be part of the solution
Stuck despite good strategy and smart people

→ This is for leaders who:

Know something's off but can't pinpoint it
See symptoms (low engagement, stalled initiatives, trust issues) but not root causes
Are ready to address emotional dynamics, not just operational tactics
Want a trusted partner who understands both business and human dynamics

→ Not a fit if:

You're looking for a traditional change management program to "roll out"
You want a report with recommendations but aren't ready to engage directly
Leadership isn't willing to be part of the change process

Real Results — Emotional Mechanics of Change in Action

A 60-person investment firm was trying to raise capital for $100M fund and stuck at 30%. Investor outreach had dried up. No leads in the pipeline. Internal tension was palpable: engagement scores dropping, young leaders quitting. The managing partners didn’t know what to do.

Our Discovery Assessment revealed a deeper issue. Two of the founding partners were approaching retirement but didn't trust the third partner to lead. They'd avoided this conversation for years, preferring to keep the peace. Once we helped them put it on the table, they were shocked to realize: he wanted to be an operator, not the CEO. The answer became obvious: bring in a fourth partner to lead alongside the operator.

Years of stuckness were resolved with one direct conversation in under an hour. With careful integration, engagement recovered and the firm closed the $100M raise.

Why Us

We don’t just teach this stuff. We’ve lived it ourselves.

During the pandemic, Jordan decided to elevate his work to address the major changes happening in the world. He approached Erwin Pearlman, his long-time mentor and advisor, who has led 45,000 1:1 sessions over many decades.

As they explored partnering together, they began to redefine their own relationship—from mentor-client to business partners. This experience taught them firsthand how to navigate the Emotional Mechanics of Change.

What they learned directly informed the tools, frameworks, and techniques they now use with clients.

We've worked across industries: tech, finance, CPG, healthcare, insurance, medical devices, design, consulting. Most clients are in the US, with significant work in Canada and Europe. Reach out—we’d love to connect.

Questions and Answers

Traditional consulting focuses on strategy, operations, and processes—delivering reports with recommendations you're expected to implement on your own.
We focus on the emotional dynamics that determine whether any strategy can actually succeed. Through the Discovery Assessment, we work directly with your leadership team to identify where the underlying emotionality is creating operational problems, then facilitate the conversations needed to address them.
This isn't a report you file away. It's a living process that starts shifting dynamics immediately. We're not external advisors telling you what to do—we're trusted advisors helping you see what's actually stuck and working through it together.
The Assessment creates a roadmap for what's next—but what you do with it is up to you.
Some organizations use the roadmap to guide their own internal work. Others engage us for ongoing Strategic Advisory to implement the changes identified. Some bring us back for targeted workshops or training to build specific capabilities.
There's no required next step. The Assessment stands on its own as a diagnostic and alignment process. We'll help you determine what makes sense based on your needs, resources, and goals.
Our sweet spot is 25-250 employees, but we've successfully worked with organizations outside this range.
The more important factors are:
- Are you facing real transformation (not just cosmetic change)?
- Is leadership willing to be part of the change process?
- Do you recognize that emotional dynamics are creating operational problems?
If yes to all three, let's talk—even if your size or industry doesn't fit the typical profile.
The Discovery Assessment is right for you if:
- You know something's stuck but can't pinpoint what
- You've tried logical solutions and they haven't worked
- You see symptoms (low engagement, stalled initiatives, fractured teams, trust issues) but not root causes
- Leadership is ready to engage directly in the process
It's NOT right if:
- You want a traditional change management program to "roll out" to your team
- You're looking for a report with recommendations but aren't ready to do the work
- Leadership isn't willing to examine their own role in what's stuck
Book a free exploration call and we'll help you figure out if this is the right approach for your situation.