Common Challenge: How to Equip Leaders to Model the Change
Quick Summary
Change efforts succeed or fail based on leadership behavior. When leaders don’t model the desired change, credibility drops—and so does commitment. This article explores how to equip leaders with the tools, mindset, and accountability to lead by example using the LaMarsh Managed Change™ Model.
The Challenge
Many leaders endorse the change in words but struggle to demonstrate it in action. This creates confusion, inconsistency, and a lack of trust. Employees quickly spot the gap between what’s said and what’s done—and disengage.
Why It Matters
Leaders set the tone. If they don’t change, neither will the organization. Modeling change is not about perfection—it’s about visibility, consistency, and intentional reinforcement.
The LaMarsh Perspective
The Managed Change™ Model recognizes leadership behavior as a key source of risk or reinforcement. Change leaders must be clear about expectations, supported in building new habits, and held accountable for demonstrating change daily.
How-to Solution
- Clarify Behavior Expectations
Define what modeling the change looks like in action. Be specific. - Provide Tools and Support
Equip leaders with coaching, scripts, checklists, and time to practice. - Use Feedback Loops
Gather feedback from teams on how leaders are showing up. - Celebrate Consistency, Address Gaps
Recognize leaders who demonstrate the change. Address misalignment quickly. - Reinforce Through Peer Accountability
Build communities of leaders who support each other in staying aligned.
Pro Tip
Modeling the change doesn’t mean having all the answers. It means being committed to growth—visibly and consistently.
Wrap-Up & CTA
Leadership modeling is one of the most powerful tools in your change toolkit. With the LaMarsh Managed Change™ Model, you can equip leaders to lead authentically and effectively.
👉 Ready to support your leadership team? Join our next Managed Change Workshop or Connect with usleadership development solutions.
