A leadership learning journey grounded in regenerative and inner development.This is the developmental core of the River Journey.
Who must leaders become to lead regenerative systems change?
Creating a Living Learning Field for OD and Change Leaders to work together to promote and build a process for change. This current creates the relational raft that sustains learning over time.
How do we learn, adapt, and lead together over time?
Implement change and test how regenerative leadership shows up in regenerative initiatives.
From Insight to Impact in Real Systems
May 19 | Develop The Leader:
Finding Your Bearing
Takeaways:
May 20 | Navigate the Tensions:
Moving Through The Currents
Takeaways:
May 21 | Transform + Regenerate:
Crossing to the Other Side
Takeaways:
Today’s leaders are being called to do more than manage change. They are being called to regenerate systems, build trust across differences, strengthen collective capacity, and create meaningful impact for people, organizations, communities, and the planet.
The River Journey helps participants move from reflection to action through a guided experience of inner development, relational courage, and regenerative leadership practice.
Participants will work with a real challenge from their own organization, community, or client system and leave with specific commitments, actions, and accountability.
This convening is designed for:
Guiding voices for the convening
The Inner Development Goals (IDGs) were created to address the missing human capabilities required to achieve the UN Sustainable Development Goals. The framework includes 5 dimensions and 23 transformational skills across Being, Thinking, Relating, Collaborating, and Acting.
In your River Journey, the IDGs become the inner river, the developmental work leaders must do to become capable of regenerative action.
This is where your OD expertise makes the conference globally differentiated.
Collective intelligence is: the capacity of groups, systems, and communities to think, learn, adapt, and innovate together.
This is the raft in your River Journey metaphor.
This is where the River Journey moves from inner growth to outer systems change.
The UN SDGs define what must change in the world, while IDGs define who leaders must become to change it.
Your regenerative layer goes even further: not just sustain systems, but renew and restore them.
Organizations and societies are navigating a polycrisis; a convergence of ecological, social, technological, and institutional disruptions that cannot be solved through technical expertise alone.
Despite unprecedented access to data, tools, and frameworks, many change efforts stall because leaders are: Burned out and operating from depletion | Disconnected from purpose and values | Trapped in short-term optimization | Working in fragmented, siloed systems | Lacking the inner and relational capacity to hold complexity
The limiting factor is no longer what we know, but who we are becoming as leaders
This 3-day experience integrates:
Outer Impact (SDGs + Regeneration)
Rather than treating leadership, OD, and sustainability as separate efforts,
The River Journey weaves them into a coherent, lived practice for regenerative futures.
The River Journey is guided by a simple, powerful metaphor:
Regenerative change requires attending to all three simultaneously. The River Journey is designed to do exactly that.
3 day Convening
( May 19-21, 2026, 11:00 AM -2:00 PM EST)
Three 180-minute immersive virtual sessions integrating:
● Regenerative OD frameworks
● Inner Development Goals (IDGs)
● Sustainability + systems thinking tools
● MMC’s River & Raft Compass™
● Dialogue, reflection, and design challenges
Outcome: Participants explore real-world pilot initiatives that integrate IDGs + SDGs into their
organizational context.
Building Communities of Practice
Following the convening, we invite you to join us in a global learning ecosystem that fosters continuous growth and learning:
● Monthly peer learning sessions
● Working groups (Regenerative, IDG Measurement, Sustainable OD)
● Resource library, templates, and tools
● Alumni networking and deep-dive labs
Outcome: Ongoing support, accountability, and innovation with peers across sectors.
Consulting & Learning Pathways
We custom offerings for organizations to support their initiatives:
●Executive coaching & advisory
● Regenerative leadership development
● SDG/IDG-aligned culture and strategy work
● Certificate and advanced learning tracks (spring 2027)
Outcome: Scalable integration of regenerative leadership across teams and organizations.
✔ Integrated Practice
Inner development + sustainability = systemic, lasting change.
✔ Community-Driven Movement
Not a one-off training — an ongoing regenerative leadership ecosystem.
✔ Evidence-Based Future-Ready
Built on IDGs, SDGs, regenerative leadership science, appreciative inquiry, and somatics.
✔ Trusted Global Experts
Co-led by Mercedes Martin, MMC and Dr Nancy Zentis IOD, two respected leaders in OD, professional
learning, and transformational practice.
● Increased self-awareness, empathy, systemic thinking (IDG gains)
● Improved leader resilience, engagement, and wellbeing
● Stronger alignment between organizational strategy & sustainability goals
● Regenerative initiatives piloted within participants’ teams
● Practitioner-generated tools and case stories
● Expanded OD & leadership community of practice
3-Phase Learning & Transformation Journey
PHASE 1: Lab Series (3 day conference)
$495 early bird | $695 - Standard | $550 group | $400 - GIODN Members
PHASE 2: Community of Practice
Free for first 6 months | $149/year thereafter
PHASE 3: Custom Consulting & L&D
$1,500–$3,000 per engagement
This journey is more than skill-building; it is a commitment to shaping the future of leadership and organizational life.
“Business must be a force for good in the world.” — David Cooperrider
We invite you to join us, not just to lead differently, but to lead regeneratively.
Contact
Mercedes Martin & Company (MMC)
Global Institute of Organizational Development Network (GIODN)
Email: info@instituteod.com
Organization Culture Change or Transformation involves deliberately altering the beliefs, values, behaviors, and norms that define the culture of an organization. Organization Culture Change consulting involves assisting organizations in transforming their existing culture or establishing a new desired culture within the organization. The organizational culture encompasses shared values, beliefs, behaviors, and norms that shape the way people work and interact within an organization. Culture change consultants help organizations identify their current culture, define the desired culture, and create strategies to bridge the gap between the two. They may conduct cultural assessments, facilitate workshops and training programs, develop communication strategies, and provide guidance to leaders and employees on how to align their behaviors and practices with the desired culture. This change is typically aimed at aligning the organizational culture with the company's vision, mission, and strategic objectives. Culture change initiatives often require a shift in leadership style, employee engagement, communication practices, and organizational practices to create a new cultural environment that supports desired outcomes such as increased collaboration, innovation, or adaptability.
Systems Design refers to the process of creating or modifying the systems and processes within an organization to optimize efficiency, productivity, and effectiveness. It involves analyzing the existing systems, identifying areas for improvement, and designing new systems or reconfiguring existing ones to meet organizational goals. Systems design may include aspects such as technology infrastructure, software applications, data management, workflow processes, and automation to enhance operational performance and streamline organizational activities.
Strategic Planning is the process of defining an organization's direction, setting goals, and formulating action plans to achieve those goals. It involves assessing the organization's current state, identifying opportunities and challenges, and developing strategies to effectively allocate resources and achieve the desired outcomes. Strategic planning typically includes analyzing the external environment, conducting internal assessments, setting objectives, formulating strategies, and establishing a framework for monitoring and adapting to changes in the business landscape. Strategy consulting services focus on assisting organizations in formulating and implementing strategic plans to achieve their long-term objectives. Strategy consultants also help organizations align their vision, mission, values, processes, and organizational structure with the strategic goals.
Organization Change Management (OCM) Strategy refers to the planned approach or roadmap that an organization follows to implement and manage changes within its structure, processes, technologies, or culture. OCM strategies involve identifying the need for change, setting goals, creating a plan, and executing and evaluating the change process. Organization Change Consulting involves developing and implementing effective strategies to manage and navigate organizational change. The consultant focuses on helping organizations transition smoothly from their current state to a desired future state, considering various factors such as technology advancements, market shifts, mergers and acquisitions, or internal restructuring. Consultants specializing in OCM work closely with organizational leaders to identify OCM processes and help implement a consistent approach to change management, and train internal consultants to lead change management projects and provide support throughout the change process. Consultants may develop assessments, develop communication and training programs, and provide guidance on change implementation to ensure successful organizational transitions. OCM design typically includes steps such as stakeholder analysis, communication and training plans, risk assessment, and monitoring progress to ensure a smooth transition and successful adoption of the changes.
DE&I consulting services focus on helping organizations foster a diverse, equitable, and inclusive workplace. Consultants assess the organization's current DE&I initiatives, develop DE&I strategies and policies, conduct training on unconscious bias and cultural competence, establish employee resource groups, and guide leaders in creating inclusive leadership practices. They work with organizations to attract and retain diverse talent, create inclusive hiring processes, and implement programs that promote diversity, equity, and inclusion at all levels. DE&I consultants aim to create an environment where all employees feel valued, respected, and have equal opportunities for growth.
Organization Design or Redesign refers to the process of structuring an organization to align its structure, roles, processes, and systems with its strategic objectives. It involves reviewing and potentially revising elements such as reporting lines, departmental structure, job roles and responsibilities, decision-making processes, and overall organizational hierarchy to optimize efficiency, coordination, and effectiveness within the organization, ensuring that it is well-positioned to achieve its goals. Organization Systems Design or Redesign consulting focuses on designing or restructuring the systems and processes within an organization to optimize efficiency, effectiveness, and overall performance. This service involves analyzing existing organizational systems, such as workflows, communication channels, decision-making processes, and information management systems, to identify areas for improvement. Consultants work closely with organizational leaders to redesign these systems, incorporating best practices, automation, and streamlining processes to enhance productivity and achieve organizational goals. They may also provide recommendations on implementing new technologies or software to support the redesigned systems and ensure successful integration within the organization.
Leadership Development Strategies focus on cultivating effective leaders within an organization. Consultants work with organizations to assess leadership capabilities, identify leadership gaps, and design leadership development programs that enhance leadership skills, competencies, and behaviors. These strategies may include executive education, coaching and mentoring programs, leadership training workshops, and succession planning initiatives. The aim is to build a strong leadership pipeline and foster a culture of leadership excellence throughout the organization.
Team Development Strategies focus on improving the effectiveness and performance of teams within an organization. Consultants work with teams to enhance communication, collaboration, and decision-making processes. They facilitate team-building activities, provide training on effective teamwork and conflict resolution, and help establish clear roles and responsibilities. Team development strategies may also involve conducting assessments to identify team dynamics and strengths, and designing interventions to improve team cohesion, trust, and productivity.
Human resources (HR) consulting services assist organizations in optimizing their HR practices and processes. Consultants work with HR departments to enhance talent acquisition and retention strategies, develop compensation and benefits programs, design performance management systems, implement employee engagement initiatives, and ensure compliance with labor laws and regulations. They may also provide guidance on organizational restructuring, workforce planning, employee relations, and HR technology implementation. HR consultants help organizations align their HR practices with business objectives and create a positive and productive work environment.
Organizational Change Management (OCM) Consulting helps organizations navigate and implement significant changes in structure, processes, technology, or culture. It involves developing a structured approach to change by identifying the need for transformation, setting goals, and executing a comprehensive change strategy. Consultants work closely with leaders and teams to assess impact, design communication and training programs, and ensure employee adoption and buy-in. OCM consultants address resistance, cultural shifts, and behavioral challenges while fostering a positive change culture. They provide ongoing guidance throughout the change process, ensuring a smooth transition and sustainable adoption of new systems, processes, or structures. OCM design typically includes stakeholder analysis, risk assessment, progress monitoring, and leadership training to enable internal change management capabilities. By leveraging strategic planning and expert support, organizations can successfully manage transitions and drive long-term success.
Organizational development (OD) consulting services focus on helping leaders lead change initiatives to improving organizational effectiveness and results. Consultants work closely with leaders to assess the organization's current state, identify areas for improvement, create action plans and design interventions, and implement changes to enhance employee engagement, teamwork, leadership development, and organizational culture. They facilitate strategic planning, conduct organizational assessments, and implement initiatives such as talent management, succession planning, performance management, and employee training and development programs. OD consultants aim to align people, processes, and systems to drive sustainable organizational growth and change.
Employee Engagement Strategies aim to create a work environment where employees feel motivated, committed, and connected to the organization. Consultants assist organizations in measuring employee engagement levels, identifying factors that influence engagement, and developing strategies to enhance it. These strategies may include initiatives such as fostering a positive work culture, improving communication and recognition practices, providing opportunities for growth and development, promoting work-life balance, and empowering employees to contribute their ideas and opinions. The goal is to create a work environment that fosters high employee morale, satisfaction, and productivity.
Performance Management involves establishing systems and processes to monitor, assess, and improve employee performance. Consultants work with organizations to design and implement performance management frameworks that align with organizational goals and values. This includes setting clear performance expectations, defining key performance indicators (KPIs), establishing regular feedback and coaching mechanisms, conducting performance evaluations, and linking performance outcomes to rewards and recognition. Performance management systems aim to drive individual and team performance, align employee efforts with organizational objectives, and support employee development.
Career Planning/High Potentials initiatives involve designing strategies and programs to support employees in planning and advancing their careers within the organization. Consultants work with organizations to establish career development frameworks, provide guidance on career paths and progression opportunities, and assist in identifying and nurturing high-potential employees. They may offer career counseling, development planning, and training programs to enhance employees' skills, competencies, and knowledge needed for career growth. Career planning initiatives aim to engage and retain talented individuals by providing them with a clear path for advancement and professional development.
Job Redesign/Analysis is the process of reevaluating and modifying job roles and responsibilities to optimize efficiency, productivity, and employee satisfaction. Consultants analyze existing job descriptions, tasks, and workflows to identify opportunities for improvement. They may conduct job analyses to determine essential skills, competencies, and qualifications required for each role. Based on these findings, consultants provide recommendations for job redesign, such as clarifying roles and responsibilities, redistributing tasks, and implementing automation or technology solutions to streamline processes and enhance job satisfaction.
Executive Coaching, Competency Development, and 360 Feedback are individual-focused strategies that aim to enhance leadership and professional effectiveness. Consultants provide executive coaching services to senior leaders, offering personalized guidance, support, and feedback to help leaders develop their strengths, address developmental areas, and enhance their leadership capabilities. Competency development involves identifying and developing specific skills and competencies required for success in particular roles or functions. 360-degree feedback involves collecting feedback from multiple sources, including peers, subordinates, and superiors, to provide a comprehensive assessment of an individual's strengths and areas for improvement.
Culture Strategies focus on shaping and transforming the organizational culture to create a positive and productive work environment. Consultants assist organizations in assessing their current culture, identifying areas for improvement, and developing strategies to align the culture with the desired values, behaviors, and goals. This may involve initiatives such as defining core values, establishing cultural norms, enhancing communication and collaboration practices, promoting diversity and inclusion, and fostering a culture of continuous learning and innovation.
Talent Management Strategies involve designing and implementing initiatives to attract, develop, engage, and retain top talent within an organization. Consultants work with organizations to develop comprehensive talent management strategies that encompass recruitment and selection processes, onboarding programs, performance management systems, career development frameworks, succession planning, and employee retention strategies. The goal is to ensure the organization has the right people in the right roles, with opportunities for growth and development that align with their skills and aspirations.
Mentoring Programs involve establishing formal or informal relationships between experienced employees (mentors) and less experienced employees (mentees) within an organization. Consultants assist organizations in designing and implementing mentoring programs that facilitate knowledge transfer, skill development, and career growth. They establish mentoring guidelines, match mentors and mentees based on specific criteria, provide training and resources for mentors, and monitor the progress of the mentoring relationships. Mentoring programs aim to enhance employee development, engagement, and retention by leveraging the expertise and wisdom of experienced professionals.
Succession Planning is the process of identifying and developing internal talent to fill key leadership positions within an organization when they become vacant. Consultants work with organizations to create succession planning strategies that align with the organization's long-term goals. They assess the current talent pool, identify high-potential employees, and design development programs to groom them for future leadership roles. Succession planning may involve creating development plans, providing leadership training, and implementing strategies to ensure a smooth transition when key positions need to be filled.