The physics of transformation have only recently made their way into the practice of organizational effectiveness. The new science discoveries of the last century provide us a new language for understanding transformation, rendering obsolete most of the conventional wisdom of traditional change management. Thanks to this new understanding we can unlearn futile approaches to large-scale change and take on a new science of transformation—leveraging principles like critical mass, self-organization, emergence, increasing returns, swarm theory, and tipping—to bring about true and lasting second order change in any living system—organization, project, or individual. Today, thanks to this lens, we can see how and under what conditions Superperformance actually occurs. Because of this new understanding we can finally bring about desired large-scale change that lasts.

The New Science of Transformation

Upshifting to Superperformance requires a critical phase transition. For organizations, the experience is the same as water that turns to ice–or a tropical storm that becomes a hurricane. It is only when critical mass is achieved that the system tips, that true transformation occurs, and that change will be lasting. This is how second-order change occurs throughout nature. Why are these simple physics missing from the organization change management literature?

The reason is simple: the premise of traditional change management is fundamentally flawed.

The new science of transformation teaches us that change cannot be managed after all. This is not to say that large scale organizational change cannot be achieved–it absolutely can. But the process is not the one most practitioners are using. It is widely known that the vast majority of corporate change initiatives are unsuccessful. While the literature suggests that less than 30% of large scale initiatives successfully accomplish their objectives, change agents themselves report the true percentage is less than 15%! Clearly traditional approaches to transformation–while expedient—have not been very helpful—much less lasting. The evidence of Superperformance; successful second order changes in organizations, projects, and people–points to the need for something different, something new.

What we do

Corpus Optima Transformation Services focuses exclusively on Superperformance, outperformance that can not only be achieved, but can also be sustained over time. We help our clients envision, map out, and implement operational, financial, structural, and cultural changes that bring about true metamorphosis in their organizations, projects, disciplines, and lives. By taking a systemic approach to the process, and by leveraging the indispensable power of intrinsic motivation, we assure holistic and lasting large-scale change. Over several decades we have helped our clients apply this approach to all manner of corporate initiatives. We pair professionals drawn from improvement science, industrial engineering, and organization development this knowledge to beget a simpler, accelerated, and most importantly – successful experience of transformation.

In every instance, we uniquely apply the “polar-complementary principle” to the transformation of process and culture together. This approach is how revolutions are formed. And revolution is the only way that second-order change in living systems, including organizations, projects, and communities, occur.

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