Hey Reader,

One question I get from leaders more than almost any other is: when should I start planning for change? When I dig a little deeper, I always realize that the ideal start time has passed. The leader knows a change is coming, so they’re already thinking about it, talking about it (even if they don’t realize it), and making decisions and taking actions based on it. But it’s not too late!

Start now! And if you don't have an enthusiastic change culture, it’s best to start as early as possible so we can restore before.

How can you possibly restore before an organizational change has even happened?

Well, you zoom out and see the big picture; change is constant, you don’t have an organizational change strategy in place, and there are changes that have happened in the past — probably to your people rather than with them.

When we work on change with clients, we don't focus solely on the change at hand; we uncover how change works at your organization. We understand how decisions are made, how strategies are designed, and how your hierarchy or organizational structure is set up. We uncover pain points, bruises, and bad feelings. We uncover strengths, sources of organizational pride, and successful collaborations.

And we guide leaders to leverage strengths while repairing relationships and building trust as part of an intentional culture of change.

While we do work with leaders on large-scale changes and crisis restoration, our secret power is kickstarting organizational change cultures so that leaders and their teams can tackle any change — together.

How?

1. Identify a “safe” change
2. Design a full restorative organizational strategy with all the bells and whistles tailored to your organization and based on this real-life change
3. Implement the change, iterate, and measure
4. Use this blueprint for future changes!

Wondering what a "safe" change even is? Need more details about how this looks in practice? I get more in depth in our latest blog post.

Check it out here

Time and again, my clients have created effective, inclusive, and engaging change strategies with safe changes that set them up to face future changes with confidence.

And when you build a culture of restorative organizational change, people will trust that you’ll use those same practices when a crisis hits.

If you know change is coming, the time to start planning is now.

Talk soon,

Caitlin Founder, Commcoterie

P.S. — Ready to design your organization’s restorative change strategy and kickstart your change culture? Grab a time to talk here so you can tell me about your team.

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Upcoming Events

Organizational Change Challenges for B Corps Meeting high standards of verified performance, accountability, and transparency and managing organizational change in a way that is inclusive, equitable, and effective is no small feat. But when you commit to doing business better, you have to do change better also. On Wednesday, November 1st at 12pm EST I'm hosting an invite-only virtual experience for B Corp leaders to dig into common challenges and strategize for a restorative 2024. Interested in joining? Find out more

Organizational Change Office Hours It's roundtable rebrand time! The best part of our roundtables is you — and your questions. We've been doing these since 2020 and the most engaging and memorable events occur when the chat and Q&A are poppin'. We checked in with a few regulars and found that the idea of 'office hours' sounded more accessible and equitable, a place where folks would feel encouraged to attend and confident to speak up. So office hours it is! The next one is Thursday, November 9th at 1:00 PM EST. We'll dive into our methodology and talk about how you can start using it today. Register here

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