Hi, I’m Andy, a Change Leadership Consultant based in Montreal, originally from France, now helping organizations across Canada and beyond to turn transformation into a lasting success.

For over 12 years, I’ve worked with executives, HR leaders, and transformation teams to strengthen their change maturity, the mindset, capability, and culture needed to lead change effectively.

Many organizations struggle with transformation because people, culture, and leadership aren’t ready and lack capability for it. 

That’s where I come in.

Here’s what I do:

→ Design tailored change strategies and transformation roadmaps.
→ Coach leaders and sponsors to drive change with confidence.
→ Assess impact, resistance, and risk to ensure smooth transitions.
→ Build internal change capability through hands-on training.
→ Drive clear, 360° communication across all levels, using existing channels effectively.
→ Measure engagement, readiness, and behaviors to demonstrate ROI and lasting impact.

At Elevation Groupe Conseil, my goal is simple: make change your competitive edge.

If you’re ready to make your change initiatives stick, let’s connect.

Send me a DM or email me at andy.lauret@elevationgc.ca

Andy ⬆️

Everyone wants transformation to go faster.

Almost no one counts the damage speed creates.

I’ve seen rushed transformations burn teams, miss decisions, 
and stall adoption months later.

I’ve felt that pressure too.

“Go faster” sounds productive.

Until energy drops and shortcuts multiply.

Speed without clarity isn’t progress.
Speed without capacity creates workarounds.
Forced pace looks efficient, but it quietly sabotages outcomes.

Real acceleration comes from alignment, not pressure.

What’s one change you slowed down to move faster later?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

Andy Lauret ⬆️

Change management partner | Building Change-ready Organizations by helping People-First leaders and employees | Founder @Elevation Groupe Conseil

Change management does not need a seat at the table.
It needs its own table.

For years, change has been treated like support work.

Brought in after decisions are made.

Asked to help people “align” once the hard parts are over.

That is not change management.
That is damage control.

Change work shapes the decision, not the announcement.
- It challenges timelines.
- It questions readiness.
- It slows things down when speed would break trust.

If change leaders only react, they will always be ignored.
If they only facilitate, they will never influence.

Owning the table means saying no.

It means pushing back on leaders who want buy in without ownership.

It means being accountable for outcomes, not just adoption plans.

P.S. Is change invited early or only when things start breaking?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

Leaders accidentally kill engagement.

They broadcast instead of dialogue.
Present instead of co-create.
Celebrate go-live instead of measuring what sticks.

Here’s the truth:
Engagement is not about making people excited.
It’s about making them feel involved, equipped, and heard.

This framework shows:
→ The 5 things that kill engagement (even when leaders mean well)
→ Why each shift matters

One column builds compliance.
The other builds ownership.

Same intentions but very different outcomes.

Worth asking: which one are you designing?

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from the change frontline

People support what they help shape.

Consultation creates compliance.
Co-creation creates care.

One informs people.
The other gives them authorship.

Change doesn’t need more direction.
It needs shared ownership.

And you, are you designing for control...
or for commitment?

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from the change frontline

Saying ‘I support this change initiative’ is not leadership. 

It’s distance.

Support without visibility is abandonment.

It tells teams the work matters, but not enough for leadership time.

Change does not need cheerleaders.
It needs sponsors who are willing to be seen and challenged.

Here’s what sponsorship actually looks like:

1/ Publicly own the change.
Say “I am accountable for this” instead of “I support this.”

2/ Show up where the tension is.
Join the meetings where people disagree.

3/ Repeat the message often.
If you are tired of saying it, people are just starting to hear it.

4/ Make one visible decision early.
Cut a process, fund a priority or stop an old habit.

5/ Protect the work publicly.
When resistance shows up, address it out loud.

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from the change frontline.

Same goal, different approaches.

And… it’s OK!

Company A: top-down, directive driven.
Company B: co-created, Participative-driven.

We often search for *the* right way to lead change.

Truth is: there isn't one!

Both succeeded, because their strategies fit their culture, pace, and people.

The danger? Forcing a framework that doesn’t fit your DNA.

Yes my preference goes for a more co-created path… 
but different doesn’t mean wrong!

Context is king.

Custom beats copy.

And you, what’s the boldest change path you’ve seen work?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

For a long time, I thought leading change required authority.

A role, title or mandate.

Then I watched most change actually happen.
It didn’t come from the people with the biggest say.
It came from the ones who stepped in early.

The ones who noticed friction and removed it.
Who helped others make sense of what was shifting.
Who stayed calm when things got uncomfortable.

They didn’t “drive” change, they made it easier to move.

What I’ve learned is this:

Influence doesn’t come from position.

It comes from usefulness, trust, and timing.

– When you create value under pressure, people listen.
– When you follow through, people rely on you.
– When you model the change before it’s popular, people follow.

That’s how change gets led long before it’s approved.

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

How to Lead Change Without Authority

Kotter 8-step Framework was meant to guide, not dictate.

It’s not the framework that fails.

It’s how rigidly we apply it.
The problem is using a copy-paste approach to a personalized challenge.

Kotter’s 8 Steps?
Still one of the best frameworks out there.
If you treat it as a compass not a checklist.
Change isn’t linear.

Sometimes urgency comes later.

Sometimes coalitions form mid-flight.

And sometimes empowerment needs to start before the vision is clear.
You can adapt the order.

You can tailor the approach.

But you can’t ignore the conditions.

Frameworks don’t fail.
Misusing them does.

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

You didn’t lose value when the project failed.
You lost it when people stopped using it.

On time.
On budget.
Zero value...

Not because of resistance.
But because adoption was assumed, not managed.

Every hour of low adoption is a hidden cost.
And it adds up faster than you think.

Delivery is an event.
Adoption is the investment.

🔁 Repost & ➕ Follow Andy Lauret for more real talk from the change frontline

cost of low adoption

Integrated Leadership Advocate | Rethinking How We Lead Through Change | International Speaker | Founder of The Growth Hut

If you’re new here, Hi! I’m Nissi 😊 I help Transformation Professionals, Business Owners and Leaders become purposefully visible, so the quality of their work is matched by the confidence others have in choosing, following, and investing in them.

You can work with me in a few ways:

- Keynotes & Talks: I speak at conferences, off-sites and leadership events on the power and importance of purposeful visibility as a leader in an era of continuous change.

- Change Leadership Coaching: I work with leaders in complex organisations to get better at 'leading' together through clarity on what that looks and feels like.  

- Change Manager Training: I run 'The Strategic Change Leader' Programme, equipping Change Managers and People Leaders with the business acumen, executive presence and mental well-being to excel in their roles.

- 121 and Group Coaching: Personal Branding and Positioning for the purpose-driven independent consultant, coach and business owner.

Nissi Ozigbu

Too often, Change Managers feel insecure about making tough calls, setting boundaries, and challenging the status quo.

Here are eight things you should never apologise for as you drive meaningful change and build your reputation as a strategic, high-value leader.

1️⃣ Driving Change That Challenges Comfort Zones
↳ Change is uncomfortable, but necessary for growth.
↳ Stay firm in your vision, even when it’s met with resistance.

2️⃣ Setting Boundaries to Maintain Focus
↳ Clear boundaries prevent burnout and increase effectiveness.
↳ Protect your time and energy like any critical resource.

3️⃣ Pushing for Clarity Before Action
↳ Ambiguity slows progress so demanding clarity is essential.
↳ Ensure expectations, goals, and roles are well-defined.

4️⃣ Holding Stakeholders Accountable
↳ Accountability fosters trust and ensures commitment.
↳ Follow up, clarify responsibilities, and reinforce ownership.

5️⃣ Saying No to Ineffective Meetings
↳ Time is valuable, only attend meetings with clear objectives.
↳ Challenge the status quo if meetings don’t drive progress.

6️⃣ Challenging Unrealistic Expectations
↳ Sustainable change requires realistic timelines and resources.
↳ Advocate for achievable goals that ensure long-term success.

7️⃣ Advocating for Change That Benefits the Whole
↳ Not everyone will welcome change, but that’s not a reason to stop.
↳ Stay committed to solutions that drive positive impact.

8️⃣ Leading with Empathy Over Authority
↳ Change is about people first, processes second.
↳ Build trust through listening, collaboration, and understanding.

By standing firm in your vision, setting boundaries, and leading with clarity, you build a strong personal brand that commands respect and drives meaningful transformation.

📝 Join my strategic change leader programme and grow with a community of   trailblazers in leadership and change: https://lnkd.in/eTkYTWiw
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Rethinking How We Lead | Strategic Business Development |International Speaker | Founder of The Growth Hut

Too many organisations place change managers at the wrong level - disconnected from both leadership and the teams impacted by change. 

This leads to wasted effort, slow adoption, and frustrated employees.

Without direct access to senior leaders, change managers struggle to secure trust and commitment. 

Instead of shaping strategy, they’re left chasing approvals and trying to influence from the sidelines. 

When key decisions are made without their input, change becomes reactive rather than planned.

At the same time, a lack of direct engagement with employees means they miss the real challenges of implementation. 

Change isn’t about slide decks and frameworks—it’s about people. 

When change managers spend more time in meetings than on the ground, they rely on second-hand information, leading to misguided solutions and resistance from teams who feel unheard.

Instead of driving adoption, many change managers are pushed into busy work: 

Preparing endless reports, 
Updating stakeholder spreadsheets, 
And ticking off process steps that look good on paper but fail in practice.

For change to succeed, change managers need direct access to leadership AND the workforce. 

Otherwise, they become administrators of change, not enablers of it.

📝 Want to join my strategic change leader programme and grow with a community of  trailblazers in leadership and change? DM for a conversation on if this is the right next step for you.

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Most people think great change managers are proven
by the templates and frameworks they work with.

That assumption is understandable.

And for a long time,
I worked inside it too.

I believed credibility in change came from:
Using the right methodology.
Applying recognised models.
Producing thorough artefacts.
Speaking the language organisations expect.

It looks professional.
It signals competence.
 
And on its own, it isn’t enough.

Change management isn’t demonstrated by the tools you use.
It’s demonstrated by how decisions and behaviour shift over time.

Here are 7 ways great change managers really make an impact:

1.They focus on how people make sense of change
They don’t just send messages. They think about how people will interpret what’s happening and what it means for their day-to-day work.

2.They help others think for themselves
They don’t position themselves as the go-to for every decision. They build confidence and judgement in leaders and teams.

3.They understand that perception affects delivery
They know that how change is perceived will shape behaviour, risk, and adoption, whether it’s talked about or not.

4.They look at the whole system, not just their part of it
They join the dots between people, processes, incentives, and decision-making, rather than working in isolation.

5.They support leaders and teams during uncertainty
They create space for clarity and better decisions.

6.They make strategy practical
They help people understand what the change actually means for priorities, choices, and ways of working.

7.They leave the organisation better able to handle change
When they move on, the work doesn’t fall apart. People are more confident and better equipped for what comes next.

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If you’d asked me 20 years ago what a good day and fulfilling life looks like, I never thought a trip to the dentist would be in the picture…

Today as a wife, mum and business owner, I find myself full of joy that I am present for key moments like dentist visits, school plays, school pickup and dinner time. 

Seemingly small moments, but they matter… ❤️

📷 My son looking at his teeth in the mirror, sat on the dentist chair

No alternative text description for this image

Why do people hear different things from the same message?
You said the words clearly.
You explained the logic.
You even checked for questions.

And still…
 one person felt reassured,
 another felt threatened,
 and a third heard something you never intended.

That’s not poor communication.
That’s perception at work.

Because people don’t hear messages as they are spoken.
They hear them through filters.
Their role.
Their past experiences.
Their fears.
Their sense of control.
Their idea of what this change means for them.

In change, we often assume:
 🚫 If I explain it better, they’ll get it
 🚫 If I share more detail, they’ll agree
 🚫 If the logic is sound, the response will be rational
 🚫 If they push back, they’re resisting
 🚫 If they’re quiet, they’re disengaged

But what’s really happening is this:
They’re translating your words into their reality.

This is why the same message can land as:
 – clarity for one person
 – risk for another
 – loss for someone else

NLP teaches us something simple, but uncomfortable:
meaning is created in the listener, not the speaker.

Which means influence isn’t about saying things louder or smarter.
It’s about noticing how someone is making sense of what you’ve said.

The leaders and change professionals who have the most impact:
 ✅ listen for what’s behind the words
 ✅ adjust language without diluting the message
 ✅ ask questions that surface assumptions, not defensiveness
 ✅ create psychological safety before asking for movement
 ✅ guide thinking instead of trying to win arguments

So if your message isn’t landing,
maybe it’s not the content.

Maybe it’s the lens it’s landing through.

Learn to work with perception, not against it.
That’s where real influence begins.

📝 Interested in the rest of this module? DM me for info.
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Been looking forward to the release of this podcast! Thoroughly enjoyed the conversation Jac Hughes. Thank you for sharing your platform with me!

Supporting your organisation with Agile, Product Development, Delivery and Project Management.

If your organisation is going through any sort of change, this week’s podcast is for you. 

And if you’re not already following Nissi Ozigbu, then you will be after this.

Nissi helps transformation professionals, business owners and leaders become purposefully visible, so the quality of their work is matched by the confidence others have in choosing, following, and investing in them. 

Nissi is also the founder of The Growth Hut and creator of The Visible Leadership Launchpad™, a flagship system that helps leaders and business owners turn trust into commercial advantage.

We discuss things like:
◾Exploring Leadership and Change Management.
◾The Power of Storytelling in Leadership.
◾Challenges in Change Management.
◾Building Trust in Leadership.
◾The Changing Workforce and Organisational Disillusionment.
◾Role and Timing of Change Management.
◾Articulating the Value of Change Management.
◾The Journey of Sharing Insights Publicly.

Put the kettle on and settle in.

You can watch it here.
👇
https://lnkd.in/epSpbBMh

Listen here ( and all the usual places )
👇
https://lnkd.in/dCGajUE

And if you enjoyed the conversation, sharing it with someone you know goes a long way.

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