The Power to Change ®
Our Proven Process
Cultural Transformation
Strategic Alignment
Leadership Development
Team-Based Strategies
Who we are
Blazing a New Trail
Grid founders Drs. Robert R. Blake and Jane S. Mouton were renowned social psychologists involved in the earliest, cutting edge group dynamics research in the 1940-50’s. Our head office is base in Austin Texas
70 years of research
The Grid transformation process is a self-convincing methodology for evaluating behaviors and culture in objective, measurable terms that encourage trust, candor, shared ownership, and enduring change.
Legacy of Transformation
During their 40-year partnership, they published 135 books, 460 professional journal articles, and 290 book chapters. Since its founding in 1961, Grid has delivered change within thousands of organizations worldwide.

What we do
Approach
Grid goes beyond logic to inspire emotional engagement, fostering resilience and commitment. Our adaptable journey applies to any industry or culture, guiding internal change by revealing motivating values and attitudes, while measuring the impact of behaviors.
Development
Grid goes beyond logic to inspire emotional engagement, fostering resilience and commitment. Our adaptable journey applies to any industry or culture, guiding internal change by revealing motivating values and attitudes, while measuring the impact of behaviors.
Process
Every organization has a unique culture that can be a significant asset or liability, influencing employee behavior, turnover, and overall performance. Building a strong organizational culture requires knowledge and tools to align with the company's mission, vision, values, and goals.

How we do it ?
Why it works
Once revealed, you can’t “unsee” weakness and limitations that you never realized were holding you back. The process, tools, and skills unite people to manage challenges that shut down most culture transformation efforts. Grid gives people the ability to address challenges with skill and confidence.
Our Process
Grid Works because people support what they help create. Grid makes people feel more committed because they discover problems and solutions themselves and so feel a strong sense of personal investment and ownership in results. This is why the process is resistant to fadeout.
The Ultimate Application of Kiss
At GRID International, we use skills, workshops, and tools rooted in the most basic and universal social dynamics to unify people around transformation with a deep sense of ownership. The transformation journey focuses on three fundamental qualities of human nature, that when targeted, create a deep motivation to change.

Lets Talk
Why Grid ?
Because we leave solutions to you. We don’t presume to know your business or what you need to change. Our process gives you a full and honest view of what you have and what you need. We give you a process, tools, and practical skills to define, drive, and follow-through to your strategies on your terms.
Why culture?
Building a strong organizational culture requires knowledge and tools to align with the company's mission, vision, values, and goals. Although it takes time, a positive culture fosters employee and customer loyalty, leading to excellent performance and long-term success.
Why it Works – The Secret’s in the Team
Grid works because the Grid process neutralizes negative emotions and resistance so people can objectively explore culture with trust and candor. This is accomplished with a five-part structure that gives teams the power and removes the expert consultant from the process.

- Our Heritage
Blazing a New Trail
A fundamental assumption of Grid is that the TEAM is the primary unit of change. Teams hold more resources for driving successful change than any leader or expert can impose. Why? Because “outsiders” create a natural resistance reaction. This resistance blocks meaningful, enduring change at eats away 70 percent of potential success.
Grid founders Drs. Robert R. Blake and Jane S. Mouton pioneered the earliest group dynamics research in the 1940-50’s. Their insights led them to apply those dynamics to accelerate team and organization culture change.
The most significant distinction they proved was the impact of removing the authority figure from workplace learning. This forces teams to rely on each other to change their culture. This crucial step accelerates change exponentially because the people responsible for change define, execute, and enforce every aspect themselves. This ensures that mutual support and accountability are essentially built into every step of the process.
During their 40-year partnership, our Founders published 135 books, 460 professional journal articles, and 290 book chapters. Since our founding in 1961, we have delivered successful change with thousands of organizations worldwide.
Meet our leaders
At GRID International, our leadership team embodies decades of expertise in cultural transformation, strategic alignment, and leadership development. Guided by the groundbreaking principles of our founders, Drs. Robert Blake and Jane Mouton, our leaders are dedicated to empowering organizations to achieve lasting change. With a commitment to trust, candor, and collaboration, they inspire teams to take ownership of their growth, fostering innovation and resilience in every project. Their vision continues to drive GRID’s legacy of delivering measurable, transformative results worldwide.

John Bakhos
Chairman and CEO

Rachel McKee
Board Member

Páraic Mac Donnchadha
Board Member

Joanne Wilson
Board Member

Kostas Koutroumpis
Board Member

Yener Tugay
Partner

Hariprasad Menon
Partner

Emmanuel David
Partner
The Power to Change®: GRID International’s Proven Process
GRID International empowers organizations to achieve lasting cultural transformation by aligning personal and organizational goals through trust, candor, and team-based strategies. Rooted in the pioneering work of Drs. Robert Blake and Jane Mouton, our methodology enables teams to objectively evaluate behaviors and norms, fostering ownership and motivation for change. Through a six-step process—diagnose, develop, embed, support, measure, and reinforce—we address obstacles like self-deception, leader insulation, and ineffective norms, creating a foundation for enduring success.
By shifting the power to change from consultants to internal teams, GRID ensures transformations are sustainable and deeply ingrained. Teams learn to surface hidden assumptions, build mutual trust, and measure behavioral impact, driving synergy and measurable performance improvements. With over 60 years of experience, GRID’s unique approach unifies people around shared values, creating interdependent cultures that inspire resilience, innovation, and long-term growth across industries and geographies.
Guided by integrity, trust, and client-centricity, our values drive everything we do.
Relationships
Our process uses the power of mutual trust and candor skills to drive and sustain resilient relationships and stand-out performance.
What behaviors people value
Our comprehensive methodology defines and compares relationships, norms and culture that people consider ideal. Those outcomes are then compared with actual relationships, norms, and culture.
How people learn
People resist outsiders (trainers, consultants) “imposing” learning but embrace it when the motivation comes from trusting team relationships. Our methodology shifts the responsibility for learning into real-life intact work teams.
How people change
What you see is not always out in the open. We take a deep dive below surface behaviors to bring assumptions, attitudes, values, behavior, norms and culture into clear view for objective management.
Group dynamics
We use the forces of group dynamics to accelerate and motivate people to support each other and meet or exceed sought-after change.
How to power true teamwork
Our structured process takes the power from the traditional consultant/trainer role and places it in the team’s own hands.
Synergy
We use objective measurement of behavior and its impact on team outcomes to demonstrate and massively improve typical team performance outcomes.
Fadeout
‘Fadeout’ is a universal of human change efforts. But we begin the learning process with a compelling, self-convincing learning experience and deliver understanding, build insight, develop skills, provide tools and embed mutual support mechanisms that sustain the momentum of change.
Resistance to change
We help people overcome fear of change, not by force, pressure, or persuasion, but with self-convincing learning that our clients own and apply in their workplaces.
- We leave solutions to you.
Why Grid?
We are the only culture consulting company which has a step by step implementation process, to help all types of organizations close the gap by moving from the current culture to the desired future culture.
We don’t presume to know your business or what you need to change. Our process gives you a full and honest view of what you have and what you need. We give you a process, tools, and practical skills to define, drive, and follow-through to your strategies on your terms.
- Our approach addresses the 5 key obstacles to successful change.
Self-deception
When self-reflecting it’s human nature to perceive your own behavior in positive terms because we see our intentions not our actions as others around us experience.
Ineffective Norms
Norms are powerful and deceptive and create strong resistance to change. They persist because we reinforce them as status quo without validating their merit.
Dealing with surface behaviors
Self-deception and ineffective norms build a wall of surface behaviors that are difficult to evaluate or challenge in objective terms. They are protected by fear, defensiveness, evasiveness, and many other negative emotions.
Leader insulation
When you add power to the three obstacles above, a form of insulation develops around leaders. People around tell them what they want, instead of what they need to hear.
Not having a clear framework
Grid effectively manages all of the obstacles above through a systematic transformation process that brings all of the negative forces into the open for objective evaluation.
Key Learning Components: Candor Skills
Candor fosters openness and honesty, creating a culture where collaboration, clear decision-making, and constructive conflict thrive. While challenging to adopt, as it requires “unlearning” habits of silence, candor unlocks potential and drives excellence when practiced consistently in a supportive environment.
What Candor Is
the quality of being open and honest in expression;
frankness. “a man of refreshing candor” synonyms: frankness, openness, honesty, candidness, truthfulness, sincerity, forthrightness, directness, plainspokenness, bluntness, straightforwardness, outspokenness;
informal telling it like it is “I’m not sure he appreciated my candor”