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I have found, however, that the more senior your client, the more relevant the need to also consider “2nd-order change” interventions to support this 1st-order change process.  This requires you to assist your client in ‘changing the rules’ of the existing system that is sustaining the current response patterns that need to be addressed.  To achieve this, you are required to not only develop a deep understanding and appreciation of the system itself (i.e., the client’s business and organisational context), but to also assist your client (and his/her leadership team) with interrogating and shifting their assumptions in often quite radical ways in order to understanding the ‘person-in-situation’ context in a fundamentally different way.