RB Strategies is a change management consulting firm that helps leaders navigate the human side of organizational change. We specialize in two core areas:

Business transitions (e.g., M&A, leadership turnover, restructuring, layoffs, or rapid growth).

Cultures of constant change, especially in high-pressure, deadline-driven environments, where reactivity, multitasking, and mental overload are the norm.

Our work is grounded in organizational behavior, general and industrial-organizational (I/O) psychology, neuroscience, and business management. We apply Science-Backed, People-Proven™methods to real-world workplace challenges—so leaders and teams hit their business targets, experience “work/life balance,” and feel a sense of belonging with and commitment to the organization and each other even when the stakes are high. 

Ultimately, we get people out of survival mode by creating conditions to thrive®.

We work with professional service firms across industries like law, accounting, engineering, architecture, IT, and economic development—what we like to call “nerds and suits.” These are high-caliber, analytical professionals navigating complex work with real deadlines and little room for error.

Our clients are typically small to mid-sized firms or departments looking to sharpen performance, reduce friction, and lead more effectively through change or cultures that feel like constant whack-a-mole.

Most stress management workshops focus on helping individuals cope. We focus on what’s causing the stress in the first place—and how leadership, communication, personalities, skills, and operational norms shape employee behavior and performance under pressure.

Our work is not about Band-Aid®s to survive; it’s about helping your organization function better and thrive through improved decision-making, role clarity, emotional regulation, psychological safety, interpersonal skills, and stage-based communication. 

Basically, we get at the root causes for long-term solutions.

I/O Psychology is the scientific study of human behavior in the workplace. It examines how individuals, teams, and organizations function—and how leaders can shape environments that drive motivation, trust, and performance.

We use these insights to help clients:

Understand employee behavior and resistance to change

Understand culture dynamics and how they impact team performance and cohesion

Improve leaders’ interpersonal skills, and accountability

Align team dynamics with business goals

Improve employee-manager communication

Build emotional intelligence skills so all employees know how they and their colleagues respond under pressure, and can better manage themselves and support each other through times of chaos, exhaustion, overwhelm, burnout, or high-stakes change initiatives.

Our approach is Science-Backed, People-Proven™—grounded in research, tested and proven in the real world. 

Organizational behavior looks at how people act within companies and how structures, cultures, and leadership styles influence that behavior. We use this lens to uncover what’s really driving dysfunction, disengagement, or resistance, and then help you intervene with precision.

When clients say things like “we’re stuck,” “people aren’t listening,” or “everything feels urgent all the time,” we help unpack the invisible dynamics underneath and build practical solutions that stick.

Other things we hear include:

“Our top performers are burning out.”

“We’re constantly reacting. There’s no time to think strategically.”

“People are holding back. They’re not raising concerns until it’s a problem.”

“Since the merger, it feels like two separate teams under one roof.”

“People are overwhelmed, but we can’t afford to slow down.”

“The team isn’t aligned, and it’s costing us.”

“No one’s outright defiant, but there’s quiet pushback. It feels like people aren’t with us.”

“No one wants to work hard anymore.”

“Associates don’t want to get on the partner track.”

These are predictable patterns tied to how people respond under pressure. We help you change the environment that drives those patterns so your team can get back to working smarter, not just harder.

We leverage insights from neuroscience, behavioral economics, and social psychology to help leaders understand what’s driving employee behavior, especially under stress. This includes:

How people process uncertainty, feedback, and threat

How the brain reacts to multitasking, overload, and perceived loss of control

What builds (or erodes) trust, safety, and motivation in teams

By understanding the psychological mechanics of the workplace, we help organizations make better decisions about communication, change, leadership, and culture.

While every engagement is different, common outcomes include:

Faster buy-in and smoother adaptation during major change

Improved employee accountability and communication

Less time lost to confusion, friction, or reactivity

Leaders who manage pressure without passing it down

A healthier, more productive work environment—without relying on vague concepts like “balance” or “resilience”

In short, we help you create an environment where your people and your business can perform—without burning out or breaking down.

Every engagement is tailored to the realities of your business—there’s no plug-and-play solution because the problems you’re facing aren’t generic.

Services may include:

1:1 coaching for senior leaders, founders, or managing partners navigating high-stakes decisions or culture shifts

Targeted coaching for key employees under pressure—especially those you can’t afford to lose

Cohort-based training for business units or leadership teams, focused on real-time challenges and practical behavior shifts

Employee feedback facilitation, including survey design support, confidential focus groups, and one-on-one staff interviews

Firm-wide learning and development programs, built around the behavioral and operational needs that emerge from diagnostics

I worked for some really awful managers and company cultures. I worked for decent ones, and then a few exceptional ones.

That got me curious: Why do some people seemingly thrive in toxic cultures or for verbally abusive bosses, and others don't? 

Why are some managers effective with high performers but flounder when someone needs more structure or support?

Why do some workplaces feel like you’re back in high school?

In my early working years, I worked for companies that went through a merger, an acquisition, a private-to-public evolution, and the move from an ESOP to a privately owned behemoth, respectively.

Talk about a front row seat to workplace dynamics!

I'd always been interested in what makes people tick and how similar yet different we are. Organizations are just a bunch of people thrown together, and I found the dynamics fascinating. 

Once I learned there was a discipline that studied this field and worked to improve workplace dynamics, I moved out of individual behavior change work and ran as fast as I could into the organizational side.