Apply a science-based approach to change from the inside out

Most people know what they need to do to raise their game, but they’re “stuck”. A famous example of this occurred at Disney. After nearly dying from heart problems, the CEO at the time, Michael Eisner, brought in a high profile executive, Michael Ovitz, to serve as his second in command in order to eliminate some of the stress from his life. But Eisner—with his very life on the line—failed to see the idea through. Ovitz only lasted 14 months. 

Okay, maybe Eisner wasn’t motivated you might say. But consider this: a recent medical study showed that, even when cardiologists told their seriously at-risk patients that they had to make lifestyle changes if they wanted to continue living, only one in seven patients was able to make the changes stick. If death isn’t a sufficient motivation for change, what hope does the regular healthy person have of improving?

The Raise Your Game Program addresses the issue that despite knowing what we need to do, we still don't do it. Even though we live in a world that offers an endless stream of remedies, answers and solutions, we remain stuck in old familiar ways. We are unable to change. For Eisner, and most of us, learning more stuff doesn’t make the difference. And it all has to do with habits.

A 2006 study conducted at Duke University reported over 40% of daily behaviors are habitual—done without thinking. Therein lies the reason we can resist making the changes we genuinely want to see in our lives: behavioral routines and habits are triggered deep within our unconscious mind to keep the old habits alive. Simple, yet complex.

The science of habit formation has exploded—both academically and corporately. Habits are now known to shape our lives far more than ever imagined. Some are good, some are bad. Habits can be so strong they cause our brains to cling to them at the exclusion of all else, including common sense. Whether we are aware of it or not, we do pay a price for our bad habits in terms of our health, relationships, and even career. Habits are at the crux of the expression, “what got you here won’t get you there.”

Now the good news: we can design new habits and change or eliminate old ones. With 30 years of research behind them, Harvard University Professors Kegan and Lahey are credited with “cracking the code” on how to rewire the habits which keep us stuck in their old ways. A phenomenon called the Immunity to Change.

This program applies the Immunity to Change™ approach along with emerging research from the field of Social Neuroscience and Systems Thinking. We help people get past themselves to start living in alignment with where they want to go and who they want to be. 


This program is unlike other programs. Rather than listen to the experts and leave with more glossy course materials for your “vinyl trophy case,” you learn the approach by applying it directly in your life.

Here’s how it works. A leadership team, or a group of leaders, follow these 3 steps over 6-9 months:

You bring the focus. Given improvement is at the top of most everyone’s list, it is a natural place to begin. We support you in defining the change you want to see happen in the organization and then to dive deep to define how you most need to improve personally. It will be a change that is a genuine “stretch” for you and one which holds the greatest promise and reward.  

The traditional approach is to then fill your head with what the experts say you should be doing to improve. Our approach is counter-intuitive: don’t fill your head up with more stuff, rather understand the stuff you already have going on. We help identify how you get in your own way. We then “drill down” into the mindset to understand the root cause of these habits. Simple but complex. 

The brilliance of Harvard Professors Kegan and Lahey’s practical framework is that it makes visible the invisible forces of the mindset. You discover triggers and blind spots that “throw you off your game.” You not only see how you get in your own way and resist change, but most importantly, you discover why you do it.

But insight alone is not enough to make change stick. Old habits die hard. Why? Because the root-cause mindset has been seen but is not changed. This is the purpose of the third step in the approach and is why we guarantee we can accelerate change and improvement.

This is heart of the work. We turned the light bulbs on in the previous step but this step keeps them on. It consists of a series of carefully designed application exercises to deactivate old habits. By applying the exercises participants progressively disrupt the root cause mindset and overturn the habits that previously blocked them from improving. Over time old habits are deactivated and new neuropathways created. Participants adopt new, more productive behaviors and a mindset aligned with their improvement goal. In short the program enables participants to change from the inside out and raise their game.


Our team of Immunity to Change™ coaches ensure you accurately map the mindset causing your immunity to change. They then become your thinking partners as you apply the exercises to “rewire your thinking.” Each has trained with the Professors Kegan and Lahey and has hundreds of hours of practice.

The evidence is clear: your odds of successfully changing habits go up dramatically when you participate as part of a group. This program is equivalent to a week-long University Executive Program but with an important difference: rather than consecutive days, it’s only a few hours each month. Participants come together monthly to review progress, share successes, and consolidate learning.

Transforming a mindset is a complex task. These application exercises guide you in applying the habit-change research in a practical and meaningful way in your daily life. Each of the 12 exercises address a different dimension of habit change. The academic rigor that has gone into creating the Harvard-based framework is the brand-standard in the field of Development.

When partnered with a community of learners from your workplace, a communal experience is created which offers encouragement, support and feedback that is otherwise not available when working alone. The network also provides a mechanism to sustain and deepen the work long after the formal program is completed.

We use a 360-degree feedback tools which integrates leading research from the fields of Leadership, Psychology, and Adult Development, and is thoroughly and independently validated. We record a baseline for change with a custom, 10-minute Habit Change Survey. This survey is repeatedly pulsed to measure and track change over time.



Although each participant experiences unique benefits, over the years graduate exit interviews* reveal the following themes:

  • Greater presence and composure under pressure
  • Enhanced relational connection and collaboration
  • Greater empathy, understanding and patience
  • More coaching and mentoring conversations
  • Higher levels of creativity and innovation ("See possibilities in situations that previously seemed like a no win")
  • Greater levels of overall fulfillment and well-being

*videos are available upon request

The benefits extend beyond the individual. Together, people learn a language and new habits to challenge and support each other to improve, change and stretch. Deeper, more trusting relationships form. In the end, the organization gains a more engaged, resilient and emotionally intelligent workplace.  

The approach is entirely novel but thoroughly road-tested. It has been applied in a wide diversity of organizations: a national railway in Europe, an international financial services company, one of America’s most admired technology companies, and in the world’s leading international strategy consulting firm

To explore if the approach can offer your leaders an advantage, Contact us.




The program has paid for itself many times over. I, and the company, continue to reap its benefits.





I am confident the program will benefit any executive who is serious about growing as a leader and having the greatest impact they can on their organization.















  1. Implement $250 million automation project during 3 years of 24x7 operation
  2. Create a Safety Culture at gas refinery with long history of near misses
  3. Complete $25 million maintenance on time, on budget, after 6 failed attempts over previous 6 years
  4. Increase productivity 25% and reduce costs by 10%.


  1. To let go of the need for control, allowing people to discover their own solutions
  2. To more effectively coach and develop people in my areas of expertise
  3. To better follow up and hold people accountable
  4. To receive challenge and criticism with greater composure and professionalism
  5. To express my opinions under fire with greater composure and conviction
  6. To more constructively engage with people around differences of opinion, perspective or ideology
  7. To resist jumping into firefighting and better focus on strategic priorities
Because of that ‘moment of truth’ where he resisted his habitual response, remained curious and listened, we were able to move forward with the initiative. The bottom line impact was the equivalent of $3 million per year. That buys a lot of executive commitment!
— V.P. and Executive Sponsor
I was looking for our leaders to apply more of what they already knew. We’ve provided our people with great courses over the years. This program has provided what we were after because of its application focus.
— Vice President, Human Resources
Since taking the OBT program I have made real progress that not only my boss, but more importantly my wife, have noticed. I have changed the way I think. I am applying the process to other goals I have. Thank you - I am re-energized and living a bigger life!

OUR GUARANTEEMake the change and/or improvement you want or your money will be refunded.