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Build the future. Lead with meaning. Unite what matters.

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Nobody told you it was going to be this hard.

You did what you thought you needed to - you surrounded yourself with who you thought were change experts. Coached your executive team on the importance of communication. Invested in consultants who promised results. Followed the playbook.

But, not only has the change not happened, old behaviors seem to be even more entrenched. The new system sits unused. Your people nod in meetings but nothing shifts on the ground. And you're starting to wonder if it's you.

It's not.

You're not alone. The numbers tell a story that's both sobering and strangely reassuring:

70% of organizational transformations fail to achieve their objectives. Not because of bad strategy, unclear goals, or lack of investment - but because of something most change models completely miss: human behavior.

The Reality of Change

  • An upset man sitting at a cluttered office desk with financial documents, a coffee cup, and multiple computer monitors displaying stock charts, holding his head with one hand.

    Organizations spend over $1 trillion annually on change initiatives, yet studies show that approximately 70% fail to meet their stated objectives.

  • Close-up of a laptop keyboard with backlit keys, viewed from a low angle in a dark setting.

    When it comes to technology implementations specifically, 60-70% of technology ROI is lost because full feature sets aren't leveraged due to inadequate rollouts and poor adoption.

  • A white jigsaw puzzle with one piece removed, revealing metal gears underneath.

    Even with ERP and CRM systems that cost millions, studies show that 50-75% of deployed features remain unused - not because they're not valuable, but because people revert to what they know.

  • An older woman with short gray hair and earrings is sitting at a table, looking at a laptop with a concerned or thoughtful expression.

    Research consistently demonstrates that even when people have strong intentions to change, 28-69% still fail to act on those intentions.

Beyond the direct investment in technology and consulting, there's:

  • Lost productivity during extended transition periods

  • Opportunity costs from delayed strategic initiatives

  • Cultural damage from repeated failed change efforts

  • Talent attrition as your best people lose faith and leave

Here's what makes it worse: change fatigue is compounding. When one initiative fails, people become more cynical about the next one. Trust erodes. Engagement drops. The very people you need to champion change become the most resistant to it.

The Cost

Our Change Architects

A woman with short, wavy brown hair, wearing glasses and a light blue collared shirt, smiling at the camera in a bright, indoor setting.

Angella Dagenhart

Passionate about helping leaders build the conditions that make new behavior possible. She blends deep operations-side experience with human-centered change strategy to drive measurable adoption, not performative activity.

Co-Founder
Professional woman with shoulder-length brown hair smiling, wearing a navy blazer and red blouse against a white background.

Krista Beljan

Known for practical, people-smart change. She partners with executives to align intention with reality—turning ambiguity into clear choices, cohesive leadership, and sustained follow-through.

Co-Founder
More About Us

How We Help

Using our Five-Layer Framework, we partner with organizations to diagnose where and why change has stalled or intentionally prepare for change that hasn’t started.

Our framework isn't just a tool - it's a leadership practice and a method for managing change that has the potential to not only bring a change initiative across the finish line, but also permeate the practice of leadership on your team.

Learn more

The Five-Lever Framework gives you:

    • Surface what's really blocking change - not what surveys say, but what's actually happening on the ground

    • See patterns across five research-backed levers: Intention, Habits, Norms, Capacity, and Attitudes

    • Understand where resistance is coming from so you can respond precisely, not broadly

    • Target interventions to actual barriers (not generic "change management")

    • Build enablement that addresses emotional readiness, not just skill gaps

    • Sequence changes thoughtfully based on what will unlock momentum

    • Embed feedback loops that keep change alive beyond launch day

    • Build your organization's capacity to sense, adapt, and evolve continuously

    • Create a leadership culture that navigates change skillfully, not just survives it

This isn't another change framework to layer on top of what you're already doing. It's the missing behavioral science that makes everything else work.

Steel scaffolding with shadows cast on a concrete wall.

Whether you're rolling out:

  • New technology platforms

  • Organizational restructures

  • Culture transformation initiatives

  • Strategic pivots

  • Process improvements

...the Five-Lever Framework reveals why people aren't changing and what to do about it.

Ready to equip yourself to lead what’s next?

If you're tired of watching good strategies fail, if you're ready to address the human side of change with the same rigor you apply to the technical side, if you want to build sustainable transformation instead of managing perpetual crisis...

Let’s talk.

Because the finish line you can see? It's closer than you think. You just need to see what's actually standing between you and it.

And we can show you exactly that.