• Leading change through its phases: generating the vision, igniting the organization, taking actions/implementing, correcting the course
• Implementing the vision of the organization: designing projects to close the gap, having accountabilities clearly defined, monitoring results, correcting the course
• Living the values, personally and as an organization
• Improving leadership and performance
• Forming a team of direct reports into a “high performing” team
• Working collaboratively - designing and implementing practices to support collaboration
• Improving performance:  being accountable, designing accountabilities, and holding people to account
• Making and keeping promises.  Particularly, making bold promises, that are the "carrier" of the desired change
• Building relationships, building respect and managing your reputation inside the organization.

"In our many contacts with organizations undergoing change, rarely have we seen all the elements of a vibrant change process pulled together so cohesively. [We] consider that your approach to cultural change is at the leading edge of change efforts today."

Jerry Porras* & Richard Kass, Stream Analytics

*Jerry Porras is a co-author of Built to Last and a professor at Stanford University's Graduate School of Business.