We don't do business with companies. We do business with people. Business is always human. - Simon Sinek
Your Business Therapists
I'm Lauren Marie Sandmeier, a nursing professional specializing in neuroscience and anesthesia. My studies in pain management revealed the subconscious's role in generating resistance. Since 2020, I apply my expertise to help organizations navigate transitions.
I'm Michael Sandmeier, a former marketing director and change manager at Nespresso. I understand the challenges transitions pose for companies. Since 2020, I've been researching organizational trust, helping companies build resilient, change-resistant trust relationships with stakeholders.
How it feels to work together
In our sessions, we focus on creating a sense of safety and comfort. We engage in respectful, casual conversations at eye level. Our approach is rooted in the belief that you and your team have the deepest understanding of your company. That's why we place a higher value on asking the right questions than providing quick answers.
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We all desire trust and aspire to drive change, yet seeking guidance can sometimes feel intimidating. With our respectful and non-intrusive approach, we guarantee that you remain in your worth at all times and fully embrace the transformative journey within your business.
Why do employees resist change?
One of the biggest problems organizations face when implementing changes is resistance from their employees. Change is a mix of excitement and challenge - an opportunity to grow. But even if we're all on board with the change, there's this gentle tug pulling us back to what feels familiar, safe and easy.
We call this pull "resistance."
Resistance is a natural part of the change process. Think of resistance like a dance between embracing something new and finding comfort in what we already know. Since there is no true change without resistance, we can say that noticing the pull of resistance is actually a good sign! It tells us that we're on the path towards enacting real change.
Why does trust matter?
Think of your team as having a bank account. At any point, each team member only has so many resources available — energy, attention, and interest — that can be put towards ongoing projects.
Trust is the currency of your growth bank account.
Growth always comes at a cost. We feel resistance because all changes, even positive ones, require us to spend limited resources to adapt. Because all change brings with it an inherent risk, there’s a cost in adapting to change for every employee. Every workplace change, big or small, requires a withdrawal from that 'trust bank account'.
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We focus on trust because when it comes to change, trust gets results. Trust is the key to ease resistance and allowing change.
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What makes change so difficult?
It's important to remember that businesses are run by people, and that all people have an instinctual need for safety. Psychological safety is a primal need that must be met in order for a change to be possible. By it's very nature, change threatens this need for safety. Often, we're so focused on the operational side of change, that we end up completely forgetting the other half of the equation - the people side.
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We miss half of the change equation.
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When we ignore the psychological needs of our employees, we create a huge blind spot. Unfortunately, this causes many organizations to either ignore resistance all together or try to force through changes by suppressing their employees. Ignoring or suppressing employee resistance is at the heart of why between 50–70% of change efforts fail.
How do you measure trust?
Effectively managing resistance is key to preventing burnout, frustration and unnecessary costs. Our approach uses trust to soothe resistance rather than ignoring or suppressing it.
By investing in your relationships throughout the transition process, you'll create the psychological safety required to embrace change.
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With our proprietary algorithm, you'll know exactly how to maximize your investment and growing you trust bank account. You're investing in the energy, attention, and interest that your employees have to put toward your growth while preserving your legacy