Helping leaders lead change
Lead change with confidence.
I equip business executives with the tools and guidance to earn the trust of their teams, lead change, and deliver lasting business transformations.
01
The assignment
You've been handed the hardest assignment of your career.
The situation
You've been asked to lead massive change in a change-resistant organization. The stakes are high and failure is not an option.
Context
You may be exhausted, overwhelmed, and unsure how to lead people through change. Your teams are probably resistant, and you may not know why.
What you want
Practical tools and a trusted advisor who has done this before. You deserve to be equipped to lead change successfully.
02
Your guide
I understand what you're facing.
As a former executive at PricewaterhouseCoopers, I've led large teams through complex change under difficult circumstances. I know the pressure of corporate leadership. It's a grind. And the rise of AI, global conflict, and fractured societies only makes it more difficult to lead.
For 20 years I've led change and studied other leaders who have led successful change. At PricewaterhouseCoopers, I launched and led The Trust Leadership Institute, the firm's marquee client-facing leadership development university, which engaged more than 14,000 client executives. At the White House, where I served the President. In business, where I served CEOs as they stepped into their roles and led their companies through transformation. In the defense sector, helping Admirals and Generals lead the global war on terror.
After two decades studying what actually drives successful change, I built the Transformation Equation™.
The Transformation Equation™
Listen
Take the time to listen to your stakeholders, even if you don't like what you hear, even when it's uncomfortable. Ask the people most likely to disagree with you what they think, and stay quiet long enough to get their candid answer.
Communicate
After you've listened, make the key decisions that will guide the change you are leading. State your intent clearly and concisely. And, most important, ask your people for their unequivocal commitment to change. Leave no room for them to "quiet quit."
Act
Model the behavior you want your people to follow. Your actions, far more than your words, will create the organizational change you need.
Broken Trust
Your people face two questions: "Do I trust?" and "If I do, will I choose to follow?" No matter how much you listen, communicate, and act, they won't follow you until they trust you personally. Earn it by minimizing your ego and maximizing your unselfishness.
Your organization may also have lost their trust. As part of listening, ask them what they've experienced, what it's like to work there, and what would make it better. Then take small but symbolic steps to act on what you hear. Earning trust is hard, and it's the most important thing you'll do as you lead change.
In their words
Ask the people who were in the room.
“Not only have you made the HR team stronger, you've made managers across the company stronger. Quite a legacy to build.
I'm going to go back to my organization, re-think how I engage with my team, my broader organization, and my clients, and come at it from a "trust" perspective.
The leadership offsite Jonathan facilitated was nothing short of a smashing success.
Jonathan, you made me a better general, and I am proud to have served with you.
Each attendee said they would take any training that Jonathan offered. His knowledge, empathy, and passion were obvious every minute of every day.
All I can say is bring back Jonathan Block as an instructor for next year.
03
The plan
Earn trust. Lead change. Deliver results.
Here's what working together looks like.
Step one
Earn trust.
Earn your people's trust one person at a time. It's the single most important thing you do to deliver successful change.
Step two
Lead change.
You'll get practical, neuroscience-backed tools to help you lead, and to help your people navigate change successfully.
Step three
Deliver results.
You'll deliver business outcomes that matter. If you don't see the impact of our work together, I'll refund your investment.
What's at stake
Corporate change goes one of two ways:
When change is successful
When the change you're leading succeeds, you earn trust at each step of the journey. You retain your best people and employee engagement increases. The client experience gets better. Your P&L improves. Most important, the next time your organization tries to change, it's incrementally easier because your workforce has built muscle memory.
If the change stalls
If the change you're leading stalls, trust erodes. Sometimes your best people leave and employee engagement slips. The client experience falters, and often your P&L takes a hit. Worst of all, the next time your organization tries to change, it is exponentially more difficult because your workforce has learned to resist change even more than it did before.
04
About Jonathan
You can do this. I can help.
Jonathan Block, Founder and Managing Director
Jonathan Block is the founder of Block Leadership Group, where he advises Fortune 500 executives on the people side of change management and leadership development, facilitates experiences for C-suite teams, and is a popular speaker on earning trust and leading change.
He was previously an executive at PricewaterhouseCoopers, where he launched and led the firm's Trust Leadership Institute, a client-facing leadership academy that engaged more than 14,000 executives from America's largest companies over three years and delivered more than $1 billion in influenced wins for PwC. He also led change management for PwC's Tax business, guiding it through its largest reorganization in more than 100 years.
Earlier, he built the global change management function at Reinsurance Group of America, guiding the $17 billion firm through CEO succession, five acquisitions, and more than 20 business-unit reorganizations, while revenue, profit, stock price, and employee engagement all rose. He also consulted in Accenture's Talent and Organization practice, serving defense leaders during the global war on terror.
Jonathan began his career in government before earning an MBA. He served in Communications at the Department of Justice and The White House, where he was Assistant Press Secretary to the First Lady.
He sits on the National Board of Governors for Gift of Adoption, an organization that makes grants to help children find permanent homes through adoption. He is training for his 8th Spartan Race. When he's not onsite with clients, he works from his home office, built 15 feet high in a mighty oak tree.
Contact
Contact Jonathan.
Reach out to learn more about change management at your organization.
Got it. I'll come back to you within a day, usually the same one.
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Email
jonathan@blockleadershipgroup.com -
LinkedIn
linkedin.com/in/jonathanfblock -
Podcast
Follow my podcast about the Stumbling Blocks that make great leaders:
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Score yourself on the Transformation Equation™
Answer these questions honestly. Your candid answers will provide a diagnostic for you that will help you lead your change more successfully.
Scale. 1 = almost never. 3 = sometimes. 5 = almost always.
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