Workshops for teams in the middle of change.
A keynote can change how people see the problem. A workshop changes what they do next. Nathaniel's workshops are working sessions for leadership teams, with a clear output by the end of the day.
How the workshops work
Before
A discovery call with the sponsor and a short pre-read or survey so the session starts from your real situation.
During
Facilitated work in pairs, small groups, and the full room. Frameworks are introduced only when the team needs them.
After
A written summary of outputs and agreed next steps, sent within one week. [CONFIRM: Nathaniel]
Reframe: An Identity Workshop for Teams in Transition
When a team goes through change, the org chart moves first. People's sense of who they are at work moves last, if at all.
Reframe gives teams a safe, structured way to surface the fear, doubt, and beliefs shaping how they're responding to change. Each person reframes their own identity and purpose, then the team connects that work to the organization's anchored purpose. The result is a team that understands why the change matters to them, not just what it is.
Best for:
- Leadership teams in the middle of a transformation
- Teams that have been restructured or merged
- Offsites where trust and direction both need work
Half-day agenda (outline)
- Opening: what's changing, and what it's asking of us
- Naming the root: surfacing the fears, doubts, and beliefs in the room
- Reframe: individual identity and purpose work
- Connect: linking personal purpose to the organization's anchored purpose
- Commit: one next step per person and one shared team commitment
Full-day agenda (outline)
- Opening and context from the sponsor
- The story of the change so far: what the team has lived through
- Naming the root: fear, doubt, and belief mapping
- Reframe I: individual identity work
- Reframe II: purpose articulated in each person's own words
- Connect: the organization's anchored purpose and where each person fits
- Team working agreements for the next phase of change
- Commitments and close
Operating Model Reset
Most operating model work stops at boxes and lines. The model looks right on paper and stalls in practice, because the bottlenecks aren't only structural. They're also in what people believe.
In Operating Model Reset, the executive team maps its current and target operating model across people, process, and technology. Together they expose the identity and belief bottlenecks that will slow the change down. They leave with a sequenced change plan anchored in the organization's purpose.
Best for:
- Executive teams planning or resetting a transformation
- Transformation and program offices
- Leaders introducing AI-native ways of working across functions
Half-day agenda (outline)
- Anchor: confirm the purpose the operating model must serve
- Current state: people, process, technology, as they really are
- Target state: what the model needs to become
- Bottlenecks: where identity and belief will slow the change
- Sequence: first moves and owners
Full-day agenda (outline)
- Anchor: purpose and the case for change
- Current-state map across people, process, and technology
- Target-state design
- Gap analysis: structural gaps and belief gaps side by side
- Where AI and new ways of working fit into the model
- Sequencing: what goes first so results accelerate
- Ownership, governance, and measures
- Commitments and close
What you leave with
| Reframe | Operating Model Reset |
|---|---|
| Each person's purpose in their own words | A current vs. target operating model map |
| A shared view of the beliefs shaping the change | A list of identity and belief bottlenecks |
| Team working agreements | A sequenced change plan anchored in purpose |
| One committed next step per person | Named owners and first moves |
Planning an offsite or a transformation kickoff?
Share your dates and what your team is facing. We'll be in touch with a recommended format.