Most organisations know what needs to change. Few have built the
internal capacity to make change last. WAL builds that capacity —
applied to real work, embedded permanently.
How the model works and why it holds
Why WAL is not a training programme
How the framework is offered to organisations
How the WAL change model creates change that endures
WAL Change programmes embrace the following maxim:
Tell me and I forget, teach me and I may remember, involve me and I learn
— Benjamin Franklin
Via lectures, content delivery, slides
As in standard training & workshops
Via frameworks, case studies, simulations
As in most executive education
Via real work, real problems, real change
Through the WAL change model
Participants define the problem.
Participants do
the work.
Programme Advisors provide guidance.
The WAL model is not facilitated from the front of a classroom. The three roles below define how the model operates — and why it produces outcomes that last.
The CEO or divisional director identifies the change challenge. Each participant — a manager in their own area — selects the specific problem they will work on. There is no pre-set brief and no case study. The problem is real, it is current, and it belongs to them.
From planning through implementation, the participant leads their change project for the full duration of the programme. They search for ideas to help in the change project, reflect and apply relevant knowledge to achieve performance outcomes, including project outcomes, process outcomes, and learning outcomes.
GCWAL Programme Advisors bring deep WAL expertise and academic rigour to each participant. Their role is to guide, challenge, and support — not to diagnose, prescribe, or fix. The direction, the decisions, and the outcomes remain entirely the participant's.
There are no classrooms, lectures, or simulations. Rather, every project is a real organisational problem with real consequences. The outputs are solutions to the project and embedded project, process and learning outcomes for participants.
The Programme Advisors do not prescribe the solution to the project — they guide the process only. The solution is genuinely owned by the people who have worked on it and will sustain it.
The cyclical nature of the WAL change model adapts to what is discovered at each stage of the project. Resistance by stakeholders and other challenges are opportunities for change - not obstacles.
Certified WAL Practitioners, documented project, process and learning outcomes as well as a reflective culture remain long after the programme ends.
The WAL change model works across cultures without imposing a structured template - it begins with the culture it is in.
WAL does not teach change management.
It builds organisations
that can change themselves.
Over 70% of organisational change initiatives fail to achieve their intended outcomes. For AI-led transformation, that figure exceeds 80%. The problem is not strategy — it is capability. Most change programmes do not build the internal capacity to make change stick.
From facilitator to participant. The organisation receives a framework, not a capability.
Change behaviour taught in workshops evaporates on return to complex real-world environments.
External advisors prescribe the path. The organisation follows — without genuine ownership.
The CEO or Divisional Director defines the problem. GCWAL Programme Advisors guide the process, never prescribe the solution.
Real change outcomes — plans, implementation reports, project, process and learning outcomes.
The WAL change model is designed for incremental and transformational change.
Generated inside your organisation through structured Action Research cycles.
Knowledge is embedded in the organisation permanently — through documentation, changed practice and upgraded management capability
WAL Practitioner Certifications carry advanced standing toward Masters level
WAL Practitioner Testimony
WAL Practitioner Testimony
WAL Practitioner Testimony
which enables select organisations to facilitate WAL change programmes.
Learn more about how GCWAL can help your organisation create lasting change
For individual, manager, and organisational change
Recognised credentials for change practitioners
40+ years of action research and publications
Deliver the WAL change model within your organisation