ADAPT© is an immersive, outcome-based learning program delivered through cohort groups — the only program on the market that takes a systemic view of transformation and lets organizations own their own change.
The ADAPT© program is an immersive, outcome-based learning program that, through the use of cohort groups, allows organizations to take ownership of their own transformation. ADAPT© is unique because it is the only program on the market that takes a systemic view of transformation and focuses on outcomes, not frameworks.
Most learning programs hand practitioners a framework and a certification, then leave them to figure out how it actually applies to their organization. ADAPT© works differently. Practitioners learn alongside a cohort of peers — working through real organizational problems together, applying concepts in real time, and building the shared language and judgment that no framework certification can teach on its own.
Twelve learning paths, organized into four clusters, give practitioners and organizations a structured way to close the specific capability gaps that matter most to them — without losing the systemic, outcome-based thinking that makes ADAPT© different from anything else available.
Practitioners learn together, not alone. Shared cohorts create the peer accountability and collective problem-solving that individual e-learning cannot replicate.
Not lecture-based, not slide-based. Practitioners apply concepts to real organizational problems as they learn, not after a certification exam.
Success is measured by what changes in how your organization actually works — not by completion certificates or framework recall.
ADAPT© is the only program that treats transformation as one interconnected system — not a collection of isolated frameworks and tools.
AI acceleration without readiness. Strategy-to-execution gaps. Leadership strain in complexity. Transformation fatigue. Enterprises need integrated capability systems — not performative transformation programs.
Organized into four clusters. Every path is delivered through the same cohort-based, immersive, outcome-focused ADAPT© model — the content changes, the method does not.
Helping leaders unlearn ingrained habits and lead transformation, not just sponsor it.
Most transformations fail leadership in two ways: the wrong training, and no plan to unlearn ingrained behaviors. This path starts with Active Inertia — helping leaders understand why traditional ways of working will not succeed in a rapidly changing environment — before tackling what leaders actually need: organizational alignment, not Epics and OKRs in isolation.
Key Themes
Coaching is not a support mechanism for transformation — it is a strategic resource that bridges the need for change with the successful execution of new behaviors. This path addresses a common gap: 21st-century managers must be coaches first. It is no longer possible to be a good manager without being a good coach.
Key Themes
For practitioners who already coach, this path goes further — building the advanced coaching capability required to guide organizations through increasingly complex, AI-accelerated transformation, where yesterday's coaching playbook is no longer sufficient.
Key Themes
Moving beyond framework adoption into real organizational agility and technical capability.
Corrects the misconception that you can only become Agile through Scrum, Kanban, or SAFe. Scrum surfaces impediments but provides no tools for root cause analysis. This path borrows from value stream mapping and the theory of constraints to actually resolve the impediments that frameworks leave lingering.
Key Themes
Agile and Agility are not the same thing. Agility is an embedded organizational trait — durability, resilience, speed, flexibility, attunement — lived daily, not practiced occasionally. This path explores the Business Agility Manifesto and building a core concept model for your organization.
Key Themes
Lean, Agile, and DevOps converge on shared objectives: process optimization, teamwork, and continuous progress. This path shows how integrating all three — rather than adopting them as separate initiatives — cultivates a cohesive, cooperative culture capable of swift, superior delivery.
Key Themes
Connecting strategic intent to execution, and managing the human side of transformation.
A comprehensive approach to transformation requires a strategy map — promoting transparency, gradual progression, inclusivity, and ongoing experimentation. This path pairs strategy mapping with a balanced scorecard to visualize the cause-and-effect dynamics that support your transformation.
Key Themes
Contrary to belief in the Agile and DevOps communities, change management is integral to transformation, not optional. This path addresses the most common gap we see: no clearly defined role for the executive sponsor — and the practical tools to surface resistance before it derails the work.
Key Themes
Today's organizations must identify marketplace shifts and respond with speed. This path explores holacracy circles, adaptive leadership, dynamic re-teaming, blue ocean strategy, and collective intelligence — building the resilience and engagement that drive higher performance and retention.
Key Themes
Building real product operating models and modern technology capability — not just frameworks.
Putting a framework in place to manage products does not make you a product organization. This path goes beyond the product operating model to address architecture, business-technology synchronization, talent, and funding — and the value chain analysis required to determine what your products actually are.
Key Themes
DevOps suffers the same fate as Agile: tools and process get conflated with the deeper cultural and strategic shift required. This path makes clear that modern technology adoption is first a cultural shift, then a process and organizational shift — and must be measured against your organization's actual goals.
Key Themes
Did your last transformation start by baselining your organizational culture and behaviors? If not, you are likely one of the majority of organizations that failed or under-delivered. This path teaches how to baseline, define desired culture, and distinguish culture from behaviors — two things constantly confused.
Key Themes
Every ADAPT© learning path is designed around this distinction. It shapes how we build, deliver, and measure every cohort.
Practitioners from your organization — or across organizations — are grouped into a cohort working through the same ADAPT© learning path together, rather than learning in isolation.
Each session applies concepts directly to real organizational problems the cohort is facing. There is no passive content consumption — every session produces something the cohort can act on.
Cohort members check in with each other between sessions, share what they tried, and learn from what worked and what did not — building the practitioner judgment that a solo certification course cannot teach.
ADAPT© tracks what actually changes in how the cohort's organization operates — not completion rates or quiz scores. This is what makes ADAPT© outcome-based rather than content-based.
Agile coaches, Scrum Masters, change leads, and product managers looking to close a specific capability gap.
Teams that want to build shared capability and language together, rather than sending one person to a course.
Enterprises looking to build practitioner capability at scale ahead of — or alongside — a larger Capability Accelerator or Enterprise Program.
"I attended the ADAPT sessions while working as an Agile Transformation Coach at Wells Fargo Bank. The sessions were informative and are an eye opening on how to run a successful Agile Transformation."
Inez Eldewek · Wells FargoNot sure which learning path fits your organization? A free 30-minute Capability Readiness Review will help identify the right starting point.
No obligation. No sales pitch. A clear, honest conversation about where you are.