Hi, I’m Andy, a Change Leadership Consultant based in Montreal, originally from France, now helping organizations across Canada and beyond to turn transformation into a lasting success.

For over 12 years, I’ve worked with executives, HR leaders, and transformation teams to strengthen their change maturity, the mindset, capability, and culture needed to lead change effectively.

Many organizations struggle with transformation because people, culture, and leadership aren’t ready and lack capability for it. 

That’s where I come in.

Here’s what I do:

→ Design tailored change strategies and transformation roadmaps.
→ Coach leaders and sponsors to drive change with confidence.
→ Assess impact, resistance, and risk to ensure smooth transitions.
→ Build internal change capability through hands-on training.
→ Drive clear, 360° communication across all levels, using existing channels effectively.
→ Measure engagement, readiness, and behaviors to demonstrate ROI and lasting impact.

At Elevation Groupe Conseil, my goal is simple: make change your competitive edge.

If you’re ready to make your change initiatives stick, let’s connect.

Send me a DM or email me at andy.lauret@elevationgc.ca

Andy ⬆️

Everyone wants transformation to go faster.

Almost no one counts the damage speed creates.

I’ve seen rushed transformations burn teams, miss decisions, 
and stall adoption months later.

I’ve felt that pressure too.

“Go faster” sounds productive.

Until energy drops and shortcuts multiply.

Speed without clarity isn’t progress.
Speed without capacity creates workarounds.
Forced pace looks efficient, but it quietly sabotages outcomes.

Real acceleration comes from alignment, not pressure.

What’s one change you slowed down to move faster later?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

Andy Lauret ⬆️

Change management partner | Building Change-ready Organizations by helping People-First leaders and employees | Founder @Elevation Groupe Conseil

Change management does not need a seat at the table.
It needs its own table.

For years, change has been treated like support work.

Brought in after decisions are made.

Asked to help people “align” once the hard parts are over.

That is not change management.
That is damage control.

Change work shapes the decision, not the announcement.
- It challenges timelines.
- It questions readiness.
- It slows things down when speed would break trust.

If change leaders only react, they will always be ignored.
If they only facilitate, they will never influence.

Owning the table means saying no.

It means pushing back on leaders who want buy in without ownership.

It means being accountable for outcomes, not just adoption plans.

P.S. Is change invited early or only when things start breaking?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

Leaders accidentally kill engagement.

They broadcast instead of dialogue.
Present instead of co-create.
Celebrate go-live instead of measuring what sticks.

Here’s the truth:
Engagement is not about making people excited.
It’s about making them feel involved, equipped, and heard.

This framework shows:
→ The 5 things that kill engagement (even when leaders mean well)
→ Why each shift matters

One column builds compliance.
The other builds ownership.

Same intentions but very different outcomes.

Worth asking: which one are you designing?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline

People support what they help shape.

Consultation creates compliance.
Co-creation creates care.

One informs people.
The other gives them authorship.

Change doesn’t need more direction.
It needs shared ownership.

And you, are you designing for control...
or for commitment?

🔁 Repost & ➕ Follow Andy Lauret ⬆️for more real talk 
from the change frontline

Saying ‘I support this change initiative’ is not leadership. 

It’s distance.

Support without visibility is abandonment.

It tells teams the work matters, but not enough for leadership time.

Change does not need cheerleaders.
It needs sponsors who are willing to be seen and challenged.

Here’s what sponsorship actually looks like:

1/ Publicly own the change.
Say “I am accountable for this” instead of “I support this.”

2/ Show up where the tension is.
Join the meetings where people disagree.

3/ Repeat the message often.
If you are tired of saying it, people are just starting to hear it.

4/ Make one visible decision early.
Cut a process, fund a priority or stop an old habit.

5/ Protect the work publicly.
When resistance shows up, address it out loud.

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

Same goal, different approaches.

And… it’s OK!

Company A: top-down, directive driven.
Company B: co-created, Participative-driven.

We often search for *the* right way to lead change.

Truth is: there isn't one!

Both succeeded, because their strategies fit their culture, pace, and people.

The danger? Forcing a framework that doesn’t fit your DNA.

Yes my preference goes for a more co-created path… 
but different doesn’t mean wrong!

Context is king.

Custom beats copy.

And you, what’s the boldest change path you’ve seen work?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

For a long time, I thought leading change required authority.

A role, title or mandate.

Then I watched most change actually happen.
It didn’t come from the people with the biggest say.
It came from the ones who stepped in early.

The ones who noticed friction and removed it.
Who helped others make sense of what was shifting.
Who stayed calm when things got uncomfortable.

They didn’t “drive” change, they made it easier to move.

What I’ve learned is this:

Influence doesn’t come from position.

It comes from usefulness, trust, and timing.

– When you create value under pressure, people listen.
– When you follow through, people rely on you.
– When you model the change before it’s popular, people follow.

That’s how change gets led long before it’s approved.

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

How to Lead Change Without Authority

Kotter 8-step Framework was meant to guide, not dictate.

It’s not the framework that fails.

It’s how rigidly we apply it.
The problem is using a copy-paste approach to a personalized challenge.

Kotter’s 8 Steps?
Still one of the best frameworks out there.
If you treat it as a compass not a checklist.
Change isn’t linear.

Sometimes urgency comes later.

Sometimes coalitions form mid-flight.

And sometimes empowerment needs to start before the vision is clear.
You can adapt the order.

You can tailor the approach.

But you can’t ignore the conditions.

Frameworks don’t fail.
Misusing them does.

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

You didn’t lose value when the project failed.
You lost it when people stopped using it.

On time.
On budget.
Zero value...

Not because of resistance.
But because adoption was assumed, not managed.

Every hour of low adoption is a hidden cost.
And it adds up faster than you think.

Delivery is an event.
Adoption is the investment.

🔁 Repost & ➕ Follow Andy Lauret for more real talk from the change frontline

cost of low adoption

Helping Women in Tech 👩🏾‍💻 Build a Career & Business They Love | Ex-Fortune 100 Exec at Google & LinkedIN | 15,000+ workers coached |

My passion for people runs deep.
I’ve coached over 15,000 women at Google
through a program that continues to empower talent today! 

Guiding the next generation to step into their potential isn’t just part of my work… 
It's my life’s mission.
I thrive in helping ambitious professionals make Quantum Shifts in their career,
especially in an AI-driven world.

If you have an opportunity where you're looking: 
- to achieve a career pivot
- to find a new job
- to gain sought after skillsets
- to get ahead in your career
- to learn to navigate corporate systems 
- to start or scale your side business
contact me.

I've coached people at Accenture, Delta, Mastercard, Barclays, Deloitte, Google, Linkedin, entrepreneurs and many more.

If you aspire to transform yourself into a bold leader, discover my top 5% method below and APPLY NOW to explore what's next for you:
https://www.top5percentmethod.com/
Reach out at: hello@Drivingimpact.io

Katheline Jean-Pierre MSc

Not every season will feel magical.
Some are for shedding.
Some are for building.

I’ve lived through all of them:

•  The quiet season of healing
•  The grinding season of building
•  The rising season of growth
• The radiant season of blooming

Each one required a different kind of leadership.
A new mindset. 
A sharper plan.

Some seasons called for letting go.
Others demanded I roll up my sleeves,
be heads-down, 
put food on the table,
and get things done.

Wherever you are right now: know this👇🏽

No season lasts forever.
And no season is wasted if you act with intention.

Even if the current season seems heavy...
Know that the next season might feel lighter,
and it might even sweep you away!

Keep going, and know that:  
another season is on the way. 🩷 


🔁 Repost if someone in your network needs this reminder.
📣 Follow me Katheline Jean-Pierre MSc for grounded life, career & leadership insights.

Fortune 100 Revenue Leader | My Life Mission: Helping Women in Tech 👩🏾‍💻 Become more secure in their career | Ex-Google |

Moving across countries 13 years ago 
thought me one thing:
to let things go.

To start fresh.
To leave behind what no longer fit.
The extra luggages... the extra pairs of shoes... the mindset...
Growth demands release.

And the only thing more painful than growing?
Staying stuck at the same place when you know you were meant for more.

The caterpillar digests itself before it becomes a butterfly.
That’s how transformation works.
It’s messy, it's hard, it feels like you're chewing yourself up,
literally,
but it's always worth it.

Here’s what’s helped me grow through the seasons:

1/ Be kind to yourself
This isn’t easy. You’re doing better than you think.

2/ Trust the process
Feeling lost is part of finding your true path. 

3/ Embrace the struggle
What’s hard today gets easier with time.

Max De Pree said:
“We cannot become what we want by remaining what we are.”

💬 What’s one thing that helped you grow? 
Drop it below.

📍 Need a growth system? Join The Top 5% Method® mindset tools sent biweekly.

♻️ Repost to help someone else grow.
🔔 Follow me (Katheline Jean-Pierre MSc) for biweekly mindset shifts.

Fortune 500 Revenue Leader | My Life Mission: Helping Women in Tech 👩🏾‍💻 Become more secure in their career | Ex-Google Exec |

I’ll always remember the leader who made me cry.

Not out of shame or ego, 
but because he cared enough to be honest.

He showed me what I couldn’t see...
Where I was holding back...
He put a mirror right in front of me.

That's the kind of leader you never forget.

The kind of leader:
• Who gives you a nudge, or a hug, at exactly the right time.
• Who sees something in you before you see it yourself.
• Who tells you the truth, even when it’s hard to hear.
• Who helps you believe in what you're capable of.
• Who reminds you who you are when you forget.

I’ll always remember the leader who made me cry.
because he cared enough to be honest.

He showed me what I wouldn’t see.
And what I could do if I chose better in the moment.

That conversation stuck with me. 
It changed how I show up: for myself and for others.

Now that the years have passed,
that a decade has vanished...
I still stand by the belief that:

People don’t just want to be managed.
They want to feel seen.

So the real question isn’t: Are you managing well?

 It is: Are you actually seeing your people?

If this hits home and you want more real talk on leadership, growth, and showing up at a higher level. I share it all in my newsletter: The Top 5% Method®

 ​📌 Here’s the link if you’re curious: https://lnkd.in/gX4mEkVA
🔁 Repost to remind leaders of what their mission is: changing people's lives.

A sign on a pink wall. It says: "People don't just want to be managed, they want to be seen. Katheline"

I have restarted multiple times.
Yes, that's true. 
It wasn't easy.  But I did it anyway. Here is why:

I’ve moved across countries.
Switched industries.
Shifted many different roles.

And every time I did... someone said:

“Are you sure?”
“You’re making the wrong decision.”
“Won’t that slow you down?”

But here’s what they didn’t see coming:  WHY I did it.

You don't get to the BE the best version of yourself by staying comfortable.
You can’t always break glass ceilings silently.

You break them by:
•  Speaking up, even when your voice shakes
•  Sharing your wins without apologizing
•  Refusing to wait for permission

I didn’t wait to be discovered.
I didn’t wait for a title to speak.
I didn’t play it small to stay safe.

I owned my voice.
I celebrated my wins.
I brought other people into the room with me.

Because this isn’t just about getting ahead,
It’s about creating your space to shine.

The difference it made:

•  My podcast ranked in Apple's top 200 in business for 6 months in a row.
•  Speaking on stages across Europe, the US, Canada and Africa.
•  Growing my following 4X to 37,000 on Linkedin in 8 months.
•  Paid consulting contracts to help others do the same.

All because, I built a brand authority that compounds over time.

It all started with one simple decision: TO START.

If you’re tired of being undervalued.
Let this be your sign.

You don’t need permission. 
You just need to START. 

I'm hosting a Masterclass on how to build a Brand Authority that compounds.

Join me on Tuesday February 3rd at 11am PDT/ 2pm EST.
👉🏽 Register now: https://luma.com/hviyhi21
👉🏽  Become more secure in your career: https://lnkd.in/gSjNSxT5


Now, tell me: What's one thing you can do today to stop playing small?

A woman in a podcasting studio with  a microphone. Her name is 
Katheline Jean-Pierre. The quote is: "
I didn’t wait to be discovered.
I didn’t wait for a title to speak.
I didn’t play it small to stay safe.

I owned my voice.
I celebrated my wins.
I brought other women
 into the room with me. "

The highest-paid women in tech aren't chasing credit.

They're building character
when nobody's looking.

While you're worried about who's noticing your work, they're focused on doing work worth noticing.

They understand compound character.

Every time you mentor someone without posting about it.
Every moment you choose integrity over image.
Every decision to do right instead of what's easy.

Yesss. It compounds.

That quiet consistency becomes your reputation.
That behind-the-scenes integrity becomes your brand.
That's when the invisible work becomes the foundation
for very visible opportunities.

The executives making promotion decisions watch the patterns.
They see who delivers without drama.
They notice who can be trusted with bigger challenges.

In a world obsessed with performance.
Start building who you are when cameras are off.
When the masks are off.
When there's no more pretending...

Ask yourself:  Would you still lead if no one knew your name?

It's often what separates the promoted from the passed over. The little extra things done when others are chasing credit.


📣 Follow me Katheline Jean-Pierre MSc for insights on advancing your tech career with integrity.
🔁 Repost to help others focus on substance over spotlight.

Fortune 500 Revenue Leader | My Life Mission: Helping Women in Tech 👩🏾‍💻 Become more secure in their career | Google Alum

Flop before you fly.

That's what 2025 thought me.

If you’re not willing to fall flat, 
your career likely won’t take off.
You’ll see progress. 
You’ll hit goals.

But you won’t grow in the ways that matter.
It’ll look like success.
It'll look GOOD...

But underneath, 
you’ll feel stuck, 
stifled. 
Off-course.

Real growth happens when you stop performing.
When you stop hiding what didn’t work.
When you study the moments that cracked your ego wide open.


That’s when things shift.

You stop chasing.
You start leading.

People don’t need the polished version of you.
They need the truth. 
Your TRUE self. 

That's right! 

The flops. 
The rebuilds.

Share them.
 
That’s how you build Brand Authority that actually leads.
That’s how you become someone worth learning from.

🟡 What’s one tip that helped you grow?
🔁 Repost to help people see flops as stepping stones in their career.

No alternative text description for this image

Thursday reality check: 
If you're busy but not winning, your system is broken. Not your effort. 
Steal these 4 time management techniques of top CEOs.

You say you don't have time... 
But often time isn't the problem,
awareness is,
focus is...

Here's your brutal time audit.
Time management is about doing what actually moves the needle.

What most people get wrong:
They stay busy, not productive.

Let’s fix that ⬇️

Time management Tip #1:  Eat That Ugly Frog
↳ Do the hardest task first
↳ Build unstoppable momentum

Time management Tip #2:  The Pomodoro Technique (It's classic & effective!)
↳ 50 mins deep work
↳ 10 mins recharge
↳ Work smarter, not longer

Time management Tip #3:   80/20 Rule (I live by this rule for everything!)
↳ 80% results come from 20% of tasks
↳ Identify. Prioritize. Execute.

Time management Tip #4:   2-Minute Rule (The no non-sense rule)
↳ Small tasks? Do them now.
↳ Don’t let tiny things pile up.

You don’t need more hours in a day.
You need fewer distractions and sharper focus.

Master your time.  Master your results.

💾 Save this post.
♻️ Share to help your friends increase their productivity.
🔔 Follow me Katheline Jean-Pierre MSc for CEO-level productivity tips.

2024: Performance. Healing. Rest. 
2025: Standing up to everything inside and outside that wanted me small. 

2026: Dancing in the light.

Everyone asks me about my 2026 resolutions. 
I have just one word: Kanpe.
In Haitian Kreyòl, it means “to stand up” and "to rise".

But for us, it means so much more.

It’s the quiet power of resilience.
It’s standing tall in the face of hardship.
It’s dancing when the world wants to break you.

For me, 2025 wasn’t just about building a business.

 It was about standing up:
To the fear.
To the noise.
To the voices inside and outside that wanted me small.

2024 was a year of Performance. 
Healing. 
and Rest. 
Stepping onto global stages in Europe and Africa.
talking growth, AI, and careers.

But 2025?
It was heads-down.
Stepping fully into my purpose.
Coaching women, mentoring minorities, guiding those looking for their voice. Looking to build their brand authority.
Owning mine alongside them.

Oftentimes, it looked like working from home in my PJs, 
toddler on hip,
or relocating twice in a year searching of my dream community. 
Finding my vibe. 
And quietly walking away from places, people, 
and relationships that no longer served me. 

No matter how loud their stories were.
No matter what masks they were wearing this time. 

My ancestors fought for freedom.
And in my own way, 
so did I.

I stood up to the forces,
internal and external 
that tried to dim my light.
And I chose to carry it anyway.
So no, I don’t have a long list of resolutions.

In 2026, I’ll be dancing in the light. 
Every. Single. Day.
Grateful for making it another day. 
Literally standing 'kanpe'
and stepping it up. 💃🏾

If you’re ready to claim your light.
🕯️Comment LIGHT below.

🔁 Repost to inspire others to fearlessly step into their power.

You're not really too busy, 
You're just misaligned with your priorities.
Today is your opportunity to take care of you.

This is your reminder to:

Go for a long walk in the sun
Get your workout in
Drink your glass of water
Take that nap
Stretch
Meditate for 5 minutes

You only get one body. 
One mind. 
One you.

And if you don’t self-care today, 
you’ll be forced to self-repair later.

This is your call to invest in you.

Start now.

🔁 More people need to see this, share it with your network.
📣 Follow me Katheline Jean-Pierre MSc for daily life inspiration.

image credit: Rob Dance

no one is too busy, it's just a matter of priorities. This is your reminder today to take care of you.

The women getting promoted 2.3x faster know something about themselves that you're still figuring out. 

You think you fail because of your willpower.
The reality is you fail because of your identity.

Who do you believe you are?

Who you think you are drives your performance.
It also drives your success.

That’s one clear insight in James Clear's book Atomic Habits. 

You win when you can change who you believe you are. 

Then, you can add all the systems, the rules and the outcomes tied to who you know yourself to be.

When identity changes, behavior can follow. Not the opposite.

What identity are you reinforcing with your habits right now?

♻️ Repost to help someone start their 2026 planning with the right approach. 
➕ Follow me Katheline Jean-Pierre MSc. I help women in tech gain insights on how to advance their career.

The best time to ask for a raise 
isn't at your annual review. 
It’s 48 hours after you made your boss look good to their boss.

 That’s the small window when you’re TOP OF MIND for them.  

This window of time is important, 
and as my kiddo says:
 It's "tiny tiny". 

This win is the "tiny tiny" window for you to ask for more.
...and the more you keep stacking these wins,  the more you can build your case for more...

Because in reality:
Your promotion might be delayed.  
But your raise doesn't have to be.

40% of companies now offer promotions without pay increases. 👀 
Which means you can negotiate a raise without the title.

Most professionals wait for their manager to bring it up.

The Top 5% creates the conditions that make "yes" inevitable.

Here are 6 simple ways to do it:

1/ Build your case 90 days early

Average: Asking during annual review with no prep
Top 5%: Tracking impact for 3 months before the ask

Document:
→ Revenue driven or protected
→ Costs reduced
→ Time saved
→ Problems solved outside your job description

"I improved morale" = nothing.
"I cut turnover by 40%, saving $180K in recruiting costs" = leverage.

2/ Time it right

Ask after:
→ A major win
→ You made your boss look good to their boss
→ Strong company earnings
→ During off-cycle reviews (62% of orgs now offer these)

Never ask during budget freezes or layoff rumors.

3/ Reframe it as market correction

Don't say: "I think I deserve more."
Say: "I'd like to discuss a market adjustment. My compensation doesn't reflect the level I'm delivering at."

You're not asking for a favor.
You're correcting a gap.

4/ Name the expanded scope

Your role grew. Your pay didn't.
Script: "When I started, I handled X. 
Now I'm doing X, Y, and Z. I want my comp to match the scope I'm already delivering."

This isn't "give me more for the same work."
This is "pay me fairly for the work that already changed."

5/ Give them a timeline

If budget is tight:

"I understand timing might be challenging. Can we set a date in 60 days to revisit? I'd like to know what I need to hit to make this happen."
Keeps it alive without the fight.

6/ Negotiate beyond base salary

Salary frozen?

Comp isn't just your base number. Ask for:
→ Professional development budget
→ Flex work arrangements
→ Performance bonus
→ Stock options
→ Extra PTO

Your promotion might take 18 months.
BUT your comp conversation can happen in 18 days.

If you wait for your company to value you, you'll be waiting a long time. Think about a 5 year old who says - impatiently: "Are we there yet?" It's all encompassing, all demanding and unmissable...  That's the energy you will need to stay top of mind and become unmissable.


📩 Ready to stop waiting? Join the Top 5% Method® Career Accelerator cohort starting Feb 5th https://lnkd.in/gSjNSxT5

♻️ Repost to help someone get paid what they're worth.

"I never thought it was possible."

"I was completely overwhelmed."

Meet Paola: Digital marketing manager who was looking to successfully pivot in her career.

In a few weeks in the top 5% career accelerator program, she went from feeling overwhelmed to being offered the role she was targeting at Accenture. 

Listen to her story below.

➝ If you are ready to create the next level version in your career, apply to join the waitlist today: https://lnkd.in/dfk8B-WT

📅 Next cohort starts in February 2026: https://lnkd.in/gSjNSxT5

taplio

The Battle

Andy ⬆️

Katheline Jean-Pierre MSc

Followers

Posts

Engagements

Likes

Performance ScoreAndy ⬆️'s LinkedIn Performance

Performance ScoreKatheline Jean-Pierre MSc's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Andy ⬆️

Katheline Jean-Pierre MSc

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Andy ⬆️'s LinkedIn Performance

Performance ScoreKatheline Jean-Pierre MSc's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAndy ⬆️'s LinkedIn Performance