Real transformation is hard, and the industry has every incentive to tell you otherwise. The change that sounds fast and tidy is the easiest to sell and the first to fade. I work the other way.
A global firm brings the same framework they apply to every client, and a team of consultants to install it. We build your playbook together, and what you keep is a team that can run it without me.
We start where you are, never with a template or a solution hunting for a problem. There are three ways in, sized differently, and which one fits depends on what you already have. Entry points vary. The work does not.
You know what has to change and you need it done.
The whole journey. The five themes from the national study, worked across your organization, then through the Reflect, Shift, Adopt and Adapt phases that turn insight into practice your organization keeps long after the engagement ends.
This is a 12-to-18-month commitment. I’m a partner in the outcome, in the room with your leadership team as the work unfolds. Not a vendor delivering a program and stepping back.
You know what has to change and you want your own team to carry it.
You already have a change function. A PMO, a transformation office, a team that owns this work. What they don’t have is the behavioral layer, and that’s the part that decides whether any of it holds.
So we build it together, on live work. I’m in the room with your team while they run a real change, coaching as it happens. Not a classroom. Not a certification. They learn it by doing it, with real stakes.
I don’t replace the methodology you’ve invested in. Most organizations have one. I make it land.
A team that doesn’t need me has been the goal of every engagement I’ve run. In this one, that team is the team leading change. I coach them on live work the same way I coach business teams inside a transformation. They design the plays, run them, and take my corrections until the work is theirs.
Sized to a live change rather than a calendar. Typically six to twelve months.
You want to see your own gap before you commit to anything.
105 minutes. Live. Your leadership team.
We don't walk through slides. We work. The Rethink Sprint brings my national workforce study into the room and puts it to work on the change you're navigating right now.
Your team ranks the study's five change themes against the challenges in front of you. We go deep on the one that matters most and leave with something concrete: a recommendation grounded in behavioral science, shaped to your organization, and a first step you can take the next week.
What no one else can offer: your own gap, measured against 1,000 workers and the patterns of organizations nationwide. You leave seeing your data, not someone's framework.
What you receive
In the session: Live facilitation across the five study themes, a deep dive on the one your team ranks highest, and two to three evidence-based recommendations, with one co-created into a practical first step for your organization.
After the session: The Rethink Brief.
A polished record delivered to your team that captures the patterns you surfaced, the step you co-created, and a clear preview of what this work looks like across the rest of your organization. Built to be shared internally, it gives leaders who weren't in the room the substance they need and grounds the next conversation in something concrete.
Typically 4 to 10 senior leaders. Delivered via video, 105 minutes. Rethink Brief delivered within 3 to 5 business days.
You want to bring inspiration and energy to ignite your team
Built around the national study, the zero-overlap gap, and the framework for closing it. I bring the data, then open the room to what it means for your organization specifically. Available as a conference keynote, an executive briefing, or an all-hands.
Often where this starts. The findings surface questions a single talk can’t answer, and that’s usually where the deeper work begins.
The Team
Andrea Weinfurter
Strategic Advisor and Executive CoachAndrea works with senior leaders and leadership teams navigating complex transformation, including cultural shifts, structural redesigns, and the human dimensions of large-scale change. Over the past decade she has partnered with executives across technology, healthcare, retail, and the nonprofit sector, including Fortune 100 companies and growth-stage enterprises.
Her work centers on the belief that meaningful change happens when insight turns into behavior, and when leaders feel both challenged and supported. She holds a Master's in Learning and Organizational Change from Northwestern University and is a certified coach through New Ventures West.
Creative Director and Brand StrategistBrian Madlangbayan
Brian leads all creative and brand strategy for Michael J. López's practice, from identity and visual systems to content architecture and communications. He brings 20 years of experience in brand building across enterprise and startup environments, and serves as fractional CCO for organizations navigating growth and repositioning. His work spans brand identity, research and report design, digital experience, and content ecosystem development, with a focus on helping practitioners and organizations communicate with clarity and authority.