Sometimes leaders assume people understand why a change matters simply because leadership understands it.
But enthusiasm at the top doesn’t automatically translate to buy-in throughout the organization.
In this week’s video, I share a simple but often overlooked question:
“What do they believe is important right now?”
Not what they should think. Not what leadership hopes they’ll think. What do they actually see from where they sit?
I share a story about supervisors at a bicycle company who initially resisted an important change initiative. The turning point came when leadership realized something uncomfortable: they had never really explained the why or involved the people most affected.
Once the supervisors understood the reasoning behind the change, the conversation shifted completely.
This is one of the most common mistakes organizations make during change. We move too quickly into action before people understand why the effort matters — to them, to the organization, and to the people they support every day.
I also talk about another easy mistake: unintentionally leaving people out of the loop simply because nobody thought about them.
If people are expected to support a change, they need context, clarity, and connection to the purpose behind it.
Watch the full video for a few practical reflections on creating stronger support during change initiatives.
I’d love to hear your thoughts. Please comment on my LinkedIn post to join the conversation.
About the Author, Rick Maurer
