The Founder

Psychologist first. Practitioner second.

I am always a psychologist first and a change practitioner second. That distinction shapes how I think about transformation.

Organizations change systems, processes, structures, and technology. But ultimately, people have to behave differently for transformation to work. And people don't experience change the same way.

As a senior workforce transformation subject matter expert, I led teams of trained, experienced, and credentialed change practitioners. Over time, I noticed a recurring challenge: practitioners often worked effectively when a methodology or template told them what to do, but struggled when the work required them to determine what to do and why.

Real transformation rarely comes with a perfect template.

Practitioners have to diagnose unfamiliar problems, understand individual differences, interpret workforce data, identify barriers to behavior change, evaluate competing evidence, and make decisions when the answer isn't obvious. They then have to translate that thinking into something leaders can actually use.

That is the capability I believe practitioners need to develop.

My approach to change management is grounded in psychology, behavioral science, individual differences, and coaching. We may transform organizations collectively, but change happens individually. People differ in their motivations, experiences, perceptions, readiness, capabilities, and responses to uncertainty. Effective change practice has to account for those differences rather than treating the workforce as a single audience.

Coaching is an important part of that work.

Change practitioners should not only diagnose problems and recommend solutions; they also need to ask better questions, challenge assumptions, facilitate reflection, and help leaders and employees move from insight to action. Sustainable change is rarely something we simply tell people to do. Often, we have to help people work through it.

The Transformation BootCamp was built around that philosophy. It gives practitioners a realistic transformation to work through—not simply a methodology to follow. Participants analyze evidence, make decisions, apply psychological and behavioral principles, practice a coaching mindset, and produce professional deliverables that demonstrate their thinking.

The goal isn't another credential. It's developing the judgment, capability, and evidence to show you can do the work.

Dr. Jordan Markee, PhD, BCC
Organizational Psychologist | Change & Transformation Practitioner

The Mission

Our mission is to turn behavioral science into practical workplace capability.

APS creates opportunities for professionals to move beyond concepts and methodologies by practicing the work—diagnosing problems, analyzing evidence, challenging assumptions, making decisions, and developing solutions and deliverables that can be used in real transformation environments.

Through applied learning, practitioner development, and shared expertise, APS helps professionals build the judgment, skills, and evidence needed to lead workforce transformation effectively.