Common Challenge: Stakeholder Confusion, Resistance, and Disengagement
Quick Summary
When people don’t understand why a change is happening, resistance grows. One of the most common—and avoidable—mistakes is failing to tell a compelling story about the “why” behind the change. This article offers practical guidance for crafting and sharing a strong change narrative.
The Challenge
Organizations often assume the need for change is obvious—especially to leaders. But for employees, the rationale is rarely clear. If they don’t understand what’s broken or what the risk is of staying the same, they have no reason to support the change. Ambiguity breeds skepticism.
Why It Matters
A compelling change story is the first step toward buy-in. It creates meaning, frames urgency, and connects people emotionally and logically to the effort. Without it, change feels arbitrary—and resistance becomes inevitable.
The LaMarsh Perspective
The LaMarsh Managed Change™ Model recognizes storytelling as a core strategy for managing resistance. A well-crafted narrative provides clarity, motivation, and alignment across all stakeholder groups.
How-to Solution
- Start with the Case for Change
Explain what’s changing and why now. What are the risks of not changing? - Use Real Examples
Share data, stories, and consequences that resonate with your audience. - Connect to the Bigger Picture
Align the change with organizational goals, values, and external drivers. - Speak Directly to Stakeholders
Show how the change affects their work, team, and future. - Cascade the Story
Equip leaders at all levels to tell a consistent, authentic version of the story.
Pro Tip
If your audience is asking “Why are we doing this?” after launch—you’ve waited too long to tell the story.
Wrap-Up & CTA
Every successful change starts with a story people can understand and believe in. Use the LaMarsh Managed Change™ Model to shape and share your change story effectively.
👉 Want help building your case for change? Join our next Managed Change Workshop or Connect with us.
