Leverage: How to lead agile organizational change

"Leverage is more than mere knowledge; it is something you want to become. It motivated me to become the change I want to see. " 

-  Logan, Deputy Commissioner in the Gov't of South Africa

A  B  O  U  T 

McKinsey Corporation estimates that 70% of organizational change programmes fail!

And that’s after they’ve hired groups like McKinsey, paid them a million dollars, invested 12 months, and stressed themselves out. It’s ‘the master plan approach’ and it’s broken. There’s got to be another way.

In my PhD on systemic change, I discovered an alternative approach. It did not exist in any book, but I saw it being practiced by some of the world's best companies. Instead of a master plan, it followed the principles of systems thinking and strategic leverage points:  

Don’t go big — go small.

Don’t go high-risk — go low risk.

Don’t go expensive — go cheap.

Welcome to Leverage: a low-cost, low-stress, low-risk approach to organisational change. 

L  E  S  S  O  N  S

  1. Problem: Why are we content with a 30% success rate? 
  2. Perspective: A three minute history of organizational change
  3. Diagnosis: Why the 'master plan' approach doesn't work
  4. Technology: How Uber liberalized Saudi Arabia
  5. Strengths: How to 6X employee engagement
  6. Incentives: How Airbnb beat the Marriott in 1/9 the time
  7. Dignity: How one CEO turned around a 135 year old company
  8. Feedback loops: How Ebay created trust
  9. Scaling: How Tesla took over the world
  10. Stories: How Tata made goodness fashionable
  11. Service: How Zappos became a 'great place to work'
  12. Focus: How to become the 'CEO of the century'
  13. Solution: CXOs, stop making decisions until you've got systems thinking

Plus a Leverage workbook to help you apply the nine leverage points to the conundrum of your organization.

Plus lots of the best resources on making big decisions for your organization. You've never seen anything like it. I guarantee it because it took me five years of a PhD in systemic change to discover.

F  A  Q  S  

1. When does the course start?

How about...now. Take it all in one lunch break. Or go at your own pace. 

2. How long do I have access to the course?

For-ev-er. Okay, maybe not quite, but close enough. And take it with you on any device.  

3. What if I am unhappy with the course?

No worries. Email me within 30 days and you'll receive a full refund. (But I really don't think you will be unhappy. Go ahead. Test me. Make my day.)

"It will take me a week to process everything we learned." 


World Health Organization

"Before the course, I had little confidence for guiding a team. Kevin's simple, coherent explanation of nine ways systems can be influenced, with a compelling example for each, inspired me with a vision and confidence for developing and guiding a team to significant impact." 





South African leader

"You need to publish this. Seriously." 


TEDx Speaker

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