Organizational Transitions

Organizations regularly face moments of change. Strategies stop working, new initiatives are needed, growth is happening too fast, and key team members transition. 


Navigating Through Change

We help organizations navigate periods of intense change. In these moments, windows of opportunity open that could accelerate forward progress. Unfortunately, these are also often the situations when leaders are most vulnerable and overwhelmed. We help teams accept and embrace uncertainty, test and refine hypotheses, and take actions that strengthen culture and get results. 

How We Support Organizational Transitions

Onboarding Sprints & Leadership Transitions

The first 120 days set the tone for managers and leaders—and sometimes make the difference between long-term success and failure. Our onboarding methodology helps leaders optimize their time, evaluate hypotheses, make decisions that build credibility and trust, and get results during this window of opportunity.

Evolving Strategy

Traditional strategic planning is of limited value in fast-changing environments. Organizations today must adopt a more dynamic approach. We help teams refine and sharpen their vision through the work of crafting hypotheses, testing them together, and engaging in cycles of action.

Reorgs & Redesigns

There’s no faster way to tank culture than with a poorly managed reorg. Our unique approach to managing organizational restructuring involves introducing a finite period of uncertainty that prepares people for change, while opening up new conversations and possibilities.

Making Change Happen

New initiatives often fail in implementation. Outside Angle's approach to change management emphasizes honest dialogue, consistent processes, and clear communication to shift behavior and build momentum in a way that makes change achievable and strengthens teams.

Uncertainty is an ally. Failure is an opportunity.

Uncertainty is a feeling most people hate to experience. Systems are built to avoid it and suboptimal solutions are accepted to resolve it. 

But uncertainty is a necessary part of almost any change process. It’s a healthy place to visit, but a toxic place to live. 

Finite periods of uncertainty, managed well, can open new doors and change people and organizations in positive ways forever.

Our Unique Approach to

Organizational Design & Restructuring

There’s no faster way to tank culture than with a poorly managed reorg. Our approach to organizational realignment strengthens culture and builds trust along the way. 

Step One

Establish and communicate a time-bound period of uncertainty, with a backstop date for when the team can expect more clarity and a resolution.

Step Two

Talk to team members before decisions are made. Listen to learn, test and reshape hypotheses, and invest in relationships.

Step Three

Make decisions. Update your hypothesis with information gathered from conversations and research, to decide on the path forward.

Step Four

Share decisions directly with those who will be most impacted. Whatever the implications, always treat people with dignity and respect.

Step Five

Finally, communicate the decisions clearly and directly to the whole team. Equip leaders with the information they need to field questions from others.

Hear What Our Clients Say

The combination of top-notch facilitation skills and laser focus clarity sets Outside Angle apart.
Anna Leonhard
Director of Program Development, WPS Institute

Case Study

students on computers at a non profit focused on education

Managing an Action-Oriented Change Process

Outside Angle worked shoulder to shoulder with WPS, an education non-profit, to help their team pivot into a whole new strategic vision that is already impacting students and families in a positive way.


Restructures and reorganizations can be challenging processes for any organization. However, with the right mindsets and guiding principles, leaders can navigate these changes successfully.

You won’t get a second chance to make a first impression, and the first 90 days in your new leadership role may

Culture is manifested through actions, especially the actions that impact peoples lives and responsibilities. You can’t f*ck up a reorg and fix