Turn your change investments into real business results.
Most transformations finish on time and on budget. Few realize their full value. I help executives close that gap by building the leader involvement and reinforcement that make change stick.
Founder, Peacock Hill Consulting • President & CEO, IMA Worldwide • Steward of AIM
30+ years leading transformation across Telecom, Insurance, Financial Services, Healthcare, and Government.
BackgroundSoftware developer → enterprise architect → transformation leader → AIM steward.
Your ROI is limited by how well your people actually adopt the change.
Necessary. But not sufficient.
In 30 years guiding transformations, one truth keeps surfacing: projects finish, but value doesn't always follow.
Delivery is only the beginning. Adoption is where ROI is won or lost. People need consistent, visible reinforcement before new ways of working take hold.
On time and on budget are real achievements. They are not enough. Leader involvement is the missing multiplier. Apply it, and the payback follows.
"Adoption without reinforcement is just expensive activity."
Where projects become measurable value
The mechanism that makes change durable
The multiplier that unlocks ROI
From code to change management.
I set out to build things that worked. I kept running into the same problem: great systems, underused. That pattern drove every step below.
I started where most change practitioners don't: writing code. A BS in Computer Science at RIT trained me to think in systems, dependencies, and root causes. That lens stayed with me.
I started where most change practitioners don't: writing code. A BS in Computer Science at RIT trained me to think in systems, dependencies, and root causes. That lens stayed with me.
Technical fluency only goes so far. I wanted to understand how organizations decide, invest, and measure success, so I earned an Executive MBA at Simon Business School (University of Rochester).
Technical fluency only goes so far. I wanted to understand how organizations decide, invest, and measure success, so I earned an Executive MBA at Simon Business School (University of Rochester).
I moved from engineering into enterprise architecture, designing self-service and analytics platforms. That's where I first saw the gap: the right system, underused. Adoption was the missing piece.
I moved from engineering into enterprise architecture, designing self-service and analytics platforms. That's where I first saw the gap: the right system, underused. Adoption was the missing piece.
I relocated to North Carolina and took on business operations, then analytics governance and agility for a major health insurer. I was learning to move entire departments, not just software.
I relocated to North Carolina and took on business operations, then analytics governance and agility for a major health insurer. I was learning to move entire departments, not just software.
Leading enterprise SAFe transformation for a major telecom meant orchestrating change across hundreds of teams. The bottleneck was never process or tooling. It was behavior change.
Leading enterprise SAFe transformation for a major telecom meant orchestrating change across hundreds of teams. The bottleneck was never process or tooling. It was behavior change.
That conviction became a business. I founded Peacock Hill Consulting on one premise: adoption, not installation, is where value lives. Organizations deserve a partner built around that idea.
That conviction became a business. I founded Peacock Hill Consulting on one premise: adoption, not installation, is where value lives. Organizations deserve a partner built around that idea.
Then came the meeting that changed everything. I met Don Harrison, the creator of AIM and founder of IMA Worldwide. Everything I'd been doing in practice had a rigorous methodology behind it. I'd found the framework I didn't know I was looking for.
Then came the meeting that changed everything. I met Don Harrison, the creator of AIM and founder of IMA Worldwide. Everything I'd been doing in practice had a rigorous methodology behind it. I'd found the framework I didn't know I was looking for.
I acquired IMA Worldwide and AIM, and stepped in to lead the organization that has taught this methodology for decades.
I acquired IMA Worldwide and AIM, and stepped in to lead the organization that has taught this methodology for decades.
Today the work is about meeting practitioners where the field has moved: online learning portals, AI-assisted tools, and digital assessments that make AIM faster to learn and easier to apply at scale.
Today the work is about meeting practitioners where the field has moved: online learning portals, AI-assisted tools, and digital assessments that make AIM faster to learn and easier to apply at scale.
Not a straight line, but never random. The technical background still shapes how I diagnose systems. The MBA still shapes how I frame value. Two decades of leading transformation confirmed what I suspected at step three: the process is rarely the problem. Getting people to actually change how they work is. That's the only problem I'm here to solve.
Most change initiatives fall short not because of bad strategy, but because people don't change how they work. Peacock Hill Consulting applies AIM — the Accelerating Implementation Methodology, created by Don Harrison — to close exactly that gap: the distance between “we launched the change” and “our people are working differently.”
AIM is structured and research-backed. Rather than a generic checklist, it concentrates effort on the highest-priority, highest-risk areas for your specific change — and it starts with your organization's history, because history is what predicts how your people will respond.
That focus matters more than ever. Everyone is being asked to do more with less, so AIM spends effort only where it moves the needle.
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Plan
Plan where effort counts. Concentrate on the highest-priority, highest-risk areas for your specific change — starting with your organization's history, because history predicts how people respond.
Implement
Put targeted reinforcement in place where leaders and sponsors actively model the change. Effort is directed only where it moves the needle.
Monitor
Track adoption and reinforcement — not just delivery milestones — adjusting in real time. The measure of success is business value and people working differently, not an on-time, on-budget scorecard alone.
AIM for the way people work now
I am modernizing AIM for the way practitioners work today: online learning portals, AI-assisted delivery, and digital assessments. The research holds. The access gets easier.
AIM was created by Don Harrison, founder of IMA Worldwide. I steward and lead its practice today.
WORK TOGETHER
The outcome is behavior change. Everything else is how we get there.
Value is realized when people work differently. That requires leaders who model and reinforce the change. Here is how I help, wherever you sit.
Certification & Coaching
- Practitioner or Master certification
- 1:1 coaching on your live change
- Courses for sponsors, agents, and teams
Enterprise Change Partnership
- Executive sponsorship alignment
- Enterprise change consulting
- Center of Excellence build-out
AIM Subscription
- Methodology subscription
- Practitioner and trainer certification
- Roadmaps and playbooks
Modernized AIM (Early Access)
- Online learning portal
- AI change readiness and impact assessments
- In-the-moment reinforcement prompts
Speaking and keynotes: available for conferences, podcasts, and board briefings on why behavior change is the real unit of ROI.
Certification, training, and full delivery teams run through IMA Worldwide, the home of AIM.
Let's talk about your change.
I work with a small number of clients at a time. If you are navigating a significant change, I'd be glad to hear from you. Book a 30-minute call, tell me about your change and your challenges, and we'll discuss concrete next steps.
Technology installs. People adopt. Business realizes value.
AIM-BASED PRACTICE
Certification, training, and full delivery teams run through IMA Worldwide, the home of AIM.