Change Management
Implement Change With Confidence
We build the change management capability that leaders and organizations need to confidently implement change and achieve lasting transformation.
The question isn’t “Will you change?”
The question is “Will you lead the change or be led by it?”
100 % Success in Implementing Change
Our 100% success rate isn’t accidental.
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It’s the result of a proven change management system that effectively removes the Inhibitors of Change that cause 70% of change efforts to fail.
Why Change Management Matters
The Reality of Constant Change
Organizations today operate in a world of continuous change. Markets evolve, technologies advance, and customer expectations shift faster than ever before. Even without external pressure, organizations are in constant transformation, growing, restructuring, and adapting to stay competitive.
Common Change Initiatives
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Downsizing
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Cultural transformation
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New business or operating models
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Mergers and acquisitions
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Implementation of new technologies
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Performance improvement initiatives
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New leadership or strategic direction
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Improving leadership effectiveness
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Efficiency and cost-cutting programs
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Restructuring and reorganization
These changes are not optional. They are essential for the health, competitiveness, and long-term success of organizations.
The Challenge Organizations Face
Yet despite their importance, the success rate of organizational change remains stubbornly low.
For decades, research has shown that more than 70% of change initiatives fail to achieve their objectives.
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To evolve and thrive, organizations must change successfully, not occasionally, but consistently.
Improving the success rate of organizational change is one of the most important leadership challenges of our time.
The Solution: Pulscipline™
We have spent years studying why change management projects fail and have fine-tuned the Pulscipline™ Change Management System over the past 25 years.
At its core is a proven process for identifying and removing the Inhibitors of Change that cause most change efforts to fail.
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For over 25 years, Pulscipline™ has achieved a 100% success rate in implementing organizational change, proving that change can be managed with structure, discipline, and measurable results.
How We Support the Change
Pulscipline™ is not a consulting methodology that ends with a report.
We work side by side with your Leadership Team throughout the transformation to ensure that the change strategy is implemented effectively and delivers the desired results.
Hands-On Partnership
We don’t just design the strategy — we guide its implementation.
Our experts work directly with your Leadership Team to develop the Change Strategy, support structures, and implementation plan. We stay involved in real time as the change unfolds, ensuring that every action works in real-world conditions.
Actionable and Practical Steps
We implement change through simple, structured steps that never overwhelm leaders.
Pulscipline™ breaks down complex initiatives into manageable actions. Using a just-in-time approach, we provide the tools, coaching, and training leaders and teams need to apply changes immediately and effectively.
Coaching at Every Level
We coach leaders at every level throughout the transformation:
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Senior leaders: informal sessions to address current challenges and strategies.
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Leadership Team: scheduled strategic sessions focused on implementation, problem-solving, and overcoming active inhibitors.
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All leaders: just-in-time training and group coaching to build skills, maintain alignment, and sustain momentum.
Continuous Support
Change never follows a straight line.
As the transformation progresses, we stay engaged — analyzing data, adjusting strategies, and addressing new inhibitors as they appear. This continuous rhythm of review and support ensures your organization maintains momentum and stays on course until the desired outcomes are achieved.
Why Work With Us
Change is complex, but choosing the right partner should not be.
We have spent more than two decades helping organizations lead successful transformations consistently, globally, and with measurable results.
We implement cultural change
faster, cheaper,
and with fewer headaches.
Real World Consultants
Our consultants come from the working world. Each senior consultant has personally led organizations through a major change. They bring real-world experience, practical insight, and the ability to coach leaders with solutions that work in practice, not just in theory.ā
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Proven Experience
With over 25 years of experience leading change, we have fine-tuned the Pulscipline™ Change Management System into a simple, practical, and robust system. Every concept, tool, and process we use has been tested and refined in real organizations.ā
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Complete Capability
We provide everything needed for successful transformation, from designing the Change Strategy, training and coaching leaders, guiding the organization through change, to sustaining results. This end-to-end capability ensures that no part of the process is left to chance.āāā
āāāāGlobal Experience
We have led transformations across industries, cultures, and continents. With multilingual consultants and experience working in diverse environments, we bring both global reach and local understanding to every engagement.
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100% Success
Every change initiative led by CulturalChange using the Pulscipline™ System has achieved its objectives. For over 25 years, our structured and disciplined approach has maintained a 100% success rate in implementing organizational change.
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Satisfaction Guaranteed
We believe so strongly in the quality of our services that we guarantee them. Every training program and consulting service we deliver is backed by our satisfaction guarantee, ensuring you only pay for results that meet your expectations.
Change Management Training Programs
The following cultural-change training programs are integrated into the Pulscipline™ System to develop the understanding and skills needed to set and implement a corporate culture change that achieves sustainable results.
Redefining Success in Change Management
Pulscipline™ delivers measurable, predictable, and sustainable transformation.
For us, success is not an aspiration — it is an expectation.
100 % Success Rate
Takes 18 Months
Satisfaction Guaranteed
Pays for Itself
Since its inception in 1996, the Pulscipline™ Change Management System has achieved the transformation goals of every client. No exceptions
We are so confident in the quality of our training programs and consulting services that we offer a satisfaction guarantee. If, for any reason, you are not satisfied with a service we have delivered, we will not invoice that service.
The Pulscipline™ Change Management System consistently delivers results that far exceed the cost of our services. In most cases, the financial benefits in the first year after completion are more than ten times the investment. The return on investment continues to grow as performance improvements are sustained year after year.
Our methodology typically takes 18 to 24 months from the launch of the transformation to achieving the change objectives.
BUILD CLIENTS CAPABILITY IN CULTURAL CHANGE
Our goal is not only to implement successful change but to leave behind an organization that can continue evolving long after we leave. Through the Pulscipline™ Change Management System, we develop the leadership capability, structures, and habits needed to make change a core organizational competency.
āDEVELOP ORGANIZATIONAL CAPABILITY
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Improve leadership effectiveness
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Develop an in-depth understanding of change management
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Develop the structure, tools, and processes for managing change
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Develop skills critical for leading people, teams, and organizations through change
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Develop an environment that facilitates change
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Develop systems for high performance and continuous improvement
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Increase the acceptance and buy-in across all levels of the organization
Increase Agility
Once our work is finished, the newly acquired capability renders the organization more agile and better equipped to handle change.
Develop Sustainability
Once a change project is complete, our clients leverage their newly developed capabilities to sustain the transformation and successfully lead future change initiatives long after we leave.
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All of our projects improve performance and the results the organization obtains.
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Helped a factory increase its efficiency from 55% to over 80%.
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Reversed a negative trend in results through the development of a high-performance culture.
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Improved organization performance to avoid a plant shutdown.
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Improved the speed and range of a major product launch.
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In every cultural change project, we improve the effectiveness of leaders throughout the organization.
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Designed and implemented an internal leadership training program for 600+ leaders.
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Licensed a leadership training program for the MBA program at the University of Chicago.
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Coached top managers through their organization's cultural-change effort.
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Trained and coached leaders from CEOs to team leaders.
Results Obtained
Although every Cultural-Change project has a particular purpose, they all achieve a combination of the following objectives.
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Built organizational capability in change management.
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Developed the skills to guide the organization through change.
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Developed the skills to lead people through change.
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Increased employees acceptance of change and engagement in the change effort.
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Improved the speed and ability of the organization to react to change.
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Healed the wounds after a merger and downsizing and established an effective culture accepted by both sides.
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Developed a strong leadership culture after an organization went through 5 years of hyper-growth.
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Created cultures that improved organization results while “making employees' eyes shine”.
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Helped reestablish a healthy culture after an organization used to double digit growth made its first loss and downsizing.
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Developed the leadership and culture to facilitate the implementation of a new operating model.
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Created a culture that facilitated a complete shift in business focus while keeping the same people.
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Created the culture needed to go from a monopoly into a competitive business environment.
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Identified and removed inhibitors blocking a company’s change effort.
What Our Customers Say
Is there anything particularly different about the change method presented?
Vincent Schneider - Director Human Resources, Beckman Coulter
“I did like the overall model (from A to Z).”
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Olivier Ghibellini - Director, Canova
"C’est tout simplement le meilleur qu'il m'ait été donné de suivre. Au-delà des concepts théoriques, c'est une vraie compréhension concrète et pratique de la méthodologie complète que j'emporte avec moi."
Anne Hari - Responsable Relations Agents et RH, Naville
“Strong model; solid material; approach including all perspectives.”
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Bernt Möhle - Corporate Mgmt Development & Sourcing Manager, Nestlé
“The use of a “holistic” model.”
Franziska Vetter - HR Manager, Nespresso
“Takes into account the timeline of a project.”
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Willi Studer - Director HR Dev. and Training, Orange Communications
“The change process. A planned approach.”
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Christian Schröder - Direction Organisation - Groupe Pictet & Cie
“Methods capacity to identify and remove inhibitors.”
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Guerrino Cozzi - Former Vice President HR, Serono International
“I strongly believe that the most important things in any organization are: Value Creation and Strategy Implementation. This program captures these two important subjects.”
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Pascale Lopez - Project Manager, SITA
“New approach, very interesting.”
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Georg Weidmann - Director UBS Leadership Institute, UBS
“I have never attended a program that linked change management with HR so well.”
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Jacques Hussy - Head of CEO Office, UEFA
“The constancy of the approach from the vision to the operational level.”
What models or concepts did you find particularly helpful?
Chris Altmikus - Manager HR Transformation Program, Alcoa
“Use/power of data to influence/correct & adjust resource allocation.”
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Yasmina Fornage - HR Manager, Altran
“PulseSurvey is a really powerful tool to measure the change and identify inhibitors/problems.”
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Isabelle Sehl - Executive Coach, Cabinet Sehl-Maurino
“Introduce the soft skills as being a partner for strategic decisions.”
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Renauld Bein - Global Development Manager, Huntsman
“Soft strategy – launch program contents – new culture creation – AB-BC model.”
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Damaris Perez - Director HR Development & Training, Orange Communications
“Considerable attention is given to identifying inhibitors in a way that will make the management react.”
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Guillaume Delannoy - Manager MOD, Philip Morris International
“The transformation process.”