Develop Mental Edge

Our team recreated the field of human development with their groundbreaking ideas. Let’s see what they’re thinking and doing…


Public Events

Invitational Sprints

At the beginning of April 2020, we launched our first-ever, available-to-the-public offering of our Developmental Sprint® process. Joining with others from across the globe to form virtual (but very meaningful) developmental communities has been an incredible experience.

We are pleased to continue offering Developmental Sprints® on an ongoing basis. We hope you will consider joining us for this energizing, developmental experience that our Chief Knowledge Officer, Dr. Robert Kegan, has described as “a stand on behalf of the possibilities of our continued growth and development, even in the midst of the other kinds of distraction or overwhelm that any of us might understandably feel.”

Currently scheduled Sprints™:

March-April 2024 Invitational Sprint™
Launch Workshop: Tuesday, March 26th, 12:00pm – 3:30pm ET
Closing Workshop: Tuesday, April 23rd, 12:00pm – 1:00pm ET

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From among the greatest minds in human & organizational development

Books by Our Team

Journals & Collaborations

Articles & Publications

Frameworks for Self and Organizational Assessment


Immunity to Change® is a framework for defining those “hidden commitments” and “limiting assumptions” that prevent people from changing and realizing their goals. Created by TDE principals Dr. Robert Kegan and Dr. Lisa Lahey, the Immunity to Change® theory and map has helped countless professionals and organizations to unearth and move beyond the commitments preventing their professional and organizational growth.

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The Developmental Sprint® is a process not only for identifying the “hidden commitments” that prevent people from changing, but also for testing and overcoming those “hidden commitments” and “limiting assumptions” in the context of one’s regular work and colleagues. The Developmental Sprint® process results in immediate traction on professional goals, greater team cohesion, and, ultimately improved business performance. Created by TDE founders Andy Fleming and Claire Lee, the Developmental Sprint® process results in sustained, ingrained change within an organization.

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Guide for understanding human & organizational development terms


Change Management is defined as the disciplined approach to preparing, supporting and helping people, teams and organizations to effect change. The impetus for change may vary, but in the modern context it is driven by shifts in consumer preferences and habits, rapid technological evolution, and aggressive competition and market consolidation. Businesses that effect change management often have participated in mergers, acquisitions, leadership restructuring, and/or shifts in corporate vision. At TDE, we believe that corporate Change will only accelerate in the next century.

The Five Levels of Leadership is a book by John C. Maxwell, which describes five leadership types: Leadership Based on Position or title, Leadership Based on Permission, Leadership Based on Results, Leadership Based on People Development, and Leadership Based on Respect. TDE believes that People Development, Business Results and Leadership Respect are mutually inclusive. If together we grow then together we achieve more for ourselves and our companies.

A Learning Culture is an organizational culture that incorporates constant learning into its beliefs, practices and behaviors. TDE has seen the business transformation that results from a Learning Culture. Employees who focus on constant personal and professional improvement become hyper-attuned and more open to improving processes, products or services, and, thus, overall performance.

Organizational Culture is defined as the values and behaviors that contribute to the unique social and psychological environment of an organization. (The Business Dictionary) At TDE, we believe the corporate cultures that will thrive in the 21st century are adaptable and ever-growing.

Organizational Development was first defined as a corporate effort that was planned, organization-wide, and managed from the top with the goal of increasing organization effectiveness and health through planned interventions in the organization’s processes using behavioral-science knowledge. (Beckhard, Organization Development: Strategies and Models). At TDE, we have evolved this definition from the 1960s, and brought it into the modern context of exponential technological growth, which in turn demands exponential people growth. We believe that the most effective organizational development is, ultimately, generated from within an organization that has people development ingrained in its corporate culture.