Change leaders speak out.

Patwell Consulting is fortunate to have worked with incredible organizations across Canada and around the world to create alignment, value, and effective change leadership. Here’s what our clients have to say about their experience.

LMC Book

Straightforward and practical, this book is a must-read for any leader or change practitioner.

I encourage anyone who wants to effect positive change to read this book-and reference it time and time again as you use Bev’s process and tools.

The interplay between the authentic Use-of-Self, creating a shared purpose and aligning the organization’s direction plays a critical role in the successful achievement of any meaningful change. This is an important and valuable book for all leaders and managers.

5.0 out of 5 stars If you lead change, this is a book to have in hand.

Beverley Patwell centers use-of-self as the main character in leading meaningful change. She writes about presence, and how to leverage what is under your control in any change initiative. She then provides tools and a framework for preparing and leading change that is applicable at the team, unit, or whole system level.

The book is based in research and experience, with ample case studies. Her four stages give a conceptual model (Alignment, Integration, Action, and Renewal), and are followed by practical tools for implementation.

Her secret to shifting culture is found in the first half of the book – “…instead of perceiving it as a single large transformation, consider it a series of small shifts occurring over time among many groups of stakeholders.”

Too many change processes divorce the process from the actors. She brings use-of-self center stage for an effective approach that consultants, managers, and directors can use in not just creating change, but leading change that is meaningful.

5.0 out of 5 stars an important resource on leading change for people who lead, manage, consult, or coach

Early in the book, Bev Patwell writes, “people are craving meaning in their jobs. . .” Sadly, that reality gets lost in so many large and even small organizational changes. She believes (and I agree) that use-of-self is often the key missing ingredient. She explores the notion of use-of-self and its importance in creating “meaningful” change. And then she provides expert and detailed guidance on how to improve our use of self. That section alone would have earned five stars from me.

She goes on to build on that foundation in her exploration of creating meaningful change on teams and organizations. The final section of the book offers many practical resources.

I see this fine book as a valuable foundation piece for anyone who wants to improve their ability to engage people in a meaningful way during change.

Bev defines what it takes to create and sustain leadership, to discover and share meaning, and to make change that transforms organizations and people who work in them.

In a world where organizational strategy increasingly relies on big data, Bev reminds us that numbers alone can’t inspire people. To commit to a new direction. Rather, people must believe with their ‘hearts and souls’ in a change in order for it to ultimately succeed and stick. The practical tools and methods Bev outlines in Leading Meaningful Change can help all of us consistently put our people at the center of our change efforts.

“Leading Meaningful Change” should be the textbook for aspiring leaders. This transformative guide opens up new perspectives on leadership, emphasizing the Use of Self and a Servant Leader mindset. As I immersed myself in its pages, I gained valuable insights and practical tools to prepare myself for a future in leadership. What truly stood out to me was Patwell’s focus on authenticity. She encourages us to embrace our true selves as we venture into leadership roles, aligning our actions with shared values and objectives. Through the Servant Leadership approach, she demonstrates how empathy and compassion can shape a supportive environment for growth and meaningful change. This book also goes beyond theoretical concepts; it offers tangible strategies to tackle real-life challenges. Bev Patwell’s research-based approach provides valuable tools that can be used in practice.

TIC Book

In today’s crazy world of fast and faster, change is a given. Triple Impact Coaching is a great tool to focus your energies through the alignment of your people, processes and culture. As I personally experienced its application, I strongly suggest that you read this book and be dazzled by its simplicity, I was enlightened.

Today’s organizations must build individual and collective capacity. Triple Impact Coaching is a guide to that process. TO ACT OR NOT TO ACT, it’s all about choices. This book is a must read for those of us who want to make better decisions.

Triple Impact Coaching is an important book that brings to the fore ideas whose time has come. I have had the pleasure of working closely with Beverley and Edie on leadership programs and seeing them work with their clients. These ideas work, they make a real difference in company, individual and team performance and satisfaction.

When I was first introduced to coaching as practiced by OD professionals, the image that came to mind was Leporello whispering into the ear of Don Giovanni (or was it the other way around?) in Mozart’s opera. But now that I’ve read Bev Patwell and Edie Seashore’s new book Triple Impact Coaching, I know that one-on-one coaching is not the only form of that practice. The coaching process may begin with individual executives, but, synergistically, the well-coached leader, in turn, will use this leadership competency as a way of training his or her team in a similar manner. Like the coach of a football or basketball team who trains individuals and teams in executing his strategies, the organizational coach trains managers and, in turn, his or her teams in working together toward well defined goals. According to the authors, this collaborative approach, and synchronous energy between leader and work teams, has beneficial effects at the individual, team, and organizational level – hence the resulting triple impact.

Full of interesting case studies from three different companies, this book provides the reader with models, concepts, and tools for building individual and collective capacity for leadership and team performance. Since coaching is a process that involves goal setting, action planning, measuring and evaluating progress towards a specific outcome, the training exercises outlined in detail in this book follow similar objectives.

The design of a Triple-Impact Coaching Workshop that takes the reader step-by-step through a series of these exercises over a two-day period. Each exercise includes coaching tips, debriefing guides, reflection questions, and guidelines to additional resources. In these chapters, Triple Impact Coaching is a useful guidebook to help train those who aspire to be coaches.

Leaders, managers, and their coaches can productively use Triple Impact Coaching as an experientially based source of support for training and organizational change. As one reviewer recommends, “ I strongly suggest that you read this book and be dazzled by its simplicity.” And this reviewer, impressed by the myriad of exercises for training and for broadening our conception of the coaching process, fully endorses that suggestion and also warmly endorses this new book as an essential resource for training and for expanding one’s OD practice to include coaching processes.

Coaching & Consulting

Patwell Consulting played a pivotal role in guiding our organization through our inaugural Denison Culture Survey. Bev demonstrated a high level of expertise by crafting a tailored plan to suit our specific requirements, ensuring a seamless implementation and delivery process. Bev’s invaluable insights into the survey data not only celebrated our strengths but also tactfully highlighted areas where growth and attention were needed. Her expert guidance equipped us with actionable strategies for our journey ahead.

Patwell Consulting coaches senior teams to lead the culture change in their organizations, using the principles that they value the most. The result is transformative and meaningful. Not only do leaders develop themselves through the process, they end up with solutions that address their business needs. This makes the change that more effective and, ultimately, inspires people to move toward a common vision.

Bev Patwell brings real solutions to real problems experienced by municipal governments. Bev’s personal customer experience skills ensures every moment is a wow moment for her clients and their customers.

The tools that Beverley developed for us to lead meaningful change were invaluable for our change efforts. They really helped to align our people for the changes that we were embarking upon. We couldn’t have made the strides we did without it.

To manage complex change, several pieces of the puzzle have to fall into place… vision, skilled people, incentives, resources, and an action plan. If any of these pieces are missing, change will be replaced by something else. I experienced first-hand, what it took to lead and manage a complex change project. Without the professional help of Beverley Patwell, I do not think the project would have been as successful as it was.

[Patwell Consulting] was resourceful and flexible when we needed to redesign our change programs, working closely with BC Assessment to ensure an optimal learning experience for the manager audience. In addition to her expertise in the subject matter of change, Bev has a keen sense of understanding for the challenges managers face in putting theory into practice.

Bev has created a framework that will revolutionize the way you as a leader create alignment, engage others, manage resistance, and implement the culture shifts you need for systemic change.