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ORGANIZATIONAL DEVELOPMENT CONSULTING
Using cognitive and behavioral sciences, we strengthen the individual, collective and organizational capabilities needed to prepare for change, adapt continuously and deliver successful transformations.
who adapt best to change.
Charles Darwin
Where Organizational Development Meets Cognitive and Behavioral Sciences
We define change fitness as an organizational capability: the capacity to mobilize effective responses as conditions change. It grows when leadership behaviors, collective practices and organizational conditions reinforce one another. Our approach works across all three levels to improve transformation outcomes and build lasting adaptability.versant systémique du change enablement : il agit sur les règles, les ressources et les boucles d’apprentissage qui rendent d’autres comportements possibles.
Establish a Change Fitness Baseline
With or without a live transformation, we assess your organization’s change fitness before problems surface. Our diagnostic tools reveal vulnerabilities in leadership capability, team dynamics and organizational conditions, giving decision-makers the evidence they need to act early.
Target What Will Make the Difference
When a specific transformation arises, we connect the diagnosis to the business challenge. We identify the few observable behaviors, collective practices and systemic conditions that will have the greatest influence on its success.
This turns a broad transformation ambition into a focused and measurable intervention.
Build Capability in the Flow of Work
We combine evidence-based behavioral development with organizational interventions. Leaders and teams work on real challenges while we address the routines, decision processes, role clarity and working conditions that enable or obstruct new behaviors.
Change fitness is developed in the organization’s daily work, not in the classroom alone.
Turn Each Transformation Into Future Capacity
We establish a baseline and track both behavioral and organizational change over time. Each intervention shows what has changed, what remains constrained and what should be strengthened next.
This turns every transformation into an opportunity to increase the organization’s capacity to face the next one.
Stress-test your project. Move your transformation forward with confidence.
A pre-launch assessment grounded in the premortem method, the Transformation Stress Test (TST) uncovers hidden vulnerabilities in your project so you can strengthen its scope, roadmap, and execution.
Surface Risks Before They Materialize
Uncover hidden vulnerabilities and blind spots in your project approach before committing time, people, and resources.
Make Better-Informed Decisions
Bring your leadership team into alignment by surfacing unspoken disagreements and grounding critical trade-offs in objective evidence.
Accelerate Execution
Strengthen your roadmap from the outset to prevent delays, cost overruns, and costly course corrections during implementation.
Behavioral Capabilities Can Be Developed
A systematic review of 14 studies (Sarkar & Fletcher, 2015) shows that cognitive resilience programs significantly improve the mental well-being (d=0.78) and behavioral performance (d=1.0+) of employees.
Well-being
strong to very strong effects
Psychosocial variables
moderate to strong effects
Performance
very strong effects
R² = coefficient of determination
0.2 = weak 0.5 = medium 0.8+ = strong
Why Organizations Choose UNREST
UNREST combines change enablement, organizational psychology and behavioral science to assess what leaders, teams and organizations can actually mobilize when change becomes real.
