Change Management

“It is not the strongest of the species that survives, nor the most intelligent. It is the one that is most adaptable to change.”

Charles Darwin

The number one factor that leads to stress is a lack of control, or sense of helplessness, which can come with change initiatives. The Kotter model focuses on constant communication and building trust.

workshop overview

Change is messy! Seldom does change proceed as planned. Overcoming unanticipated challenges makes for a bumpy ride.

This model ensures you have considered the issues, planned actions to address them, and if not eliminate them,

reduce negative impacts, and support those who must make the change.

Get your message ‘right’. People have to understand why the change is necessary,

what their role in delivering a successful outcome looks like, and feel a willingness to put in the required effort to make change happen.

What happens if we don’t change?


Trust depends on what you do, not just what you say. Leaders must walk the talk.

Tell people the truth, the good news and the bad.

Nothing will destroy trust faster than not telling people the truth.

Give people as much information as possible as soon as possible, and keep it coming.” 

Suzanne Prouty Ph.D.


what your team gains

  • Create change capability for the future.
  • Help people through change.
  • Apply the Eight-Step Change Model to offset difficulties.
  • Create launch strategies that engage stakeholders with a compelling vision.
  • Structure a change project.
  • Ensure deliverables are consistent.

“Great change initiatives have a compelling vision of what the outcome is that the change will create. It’s like the picture on the box a jig-saw puzzle comes in – you need the picture to understand where the pieces fit!”

Ray Wicks

Change Management Consultant, London

(775) 525-8925

Suzanne Prouty Ph.D.

vcg@vengelconsulting.com