Common Mistake: Do Your Communication, Learning, and Reinforcement Plans Actually Support One Another?
Common Challenge: Misaligned Change Activies That Confuse, Not Clarify
Quick Summary
Too often, change practitioners create communication, training, and reinforcement plans in silos. The result? Mixed messages, disengaged stakeholders, and wasted effort. This article explores how to integrate these core components to drive real adoption.
The Challenge
Communication tells people what’s changing and why. Training tells them how to do it. Reinforcement tells them why it’s worth it—and keeps the change alive.
But when these plans aren’t aligned—when messaging changes between channels, or training doesn’t reflect what’s been communicated—people lose trust. Even worse, they tune out.
Why It Matters
Successful change happens when people understand, are equipped for, and are motivated to adopt the new way of working. That only happens when communication, learning, and reinforcement feel like parts of one clear journey—not disconnected tactics..
The LaMarsh Perspective
In the Managed Change™ Model, communication, learning, and reinforcement are designed to work in sync—reinforcing key messages, enabling capability, and rewarding adoption in a way that builds confidence and momentum.
How to Build Expertise in Change Management
- Start with the Core Message
Align all plans around a consistent and meaningful message: what’s changing, why it matters, and what success looks like. - Design with the End in Mind
Consider the full journey: how people hear about the change, learn to implement it, and are supported after rollout. - Collaborate Across Teams
Communication, training, and leadership sponsors should co-create their plans to ensure consistency and timing alignment. - Use Reinforcement as a Mirror
Reinforcement should reflect both what was communicated and what was taught—ensuring the right behaviors are recognized and sustained. - Test for Alignment
Ask: Will stakeholders hear one story across all touchpoints? If not, go back and close the gaps.
Pro Tip
Expertise grows through use. Prioritize ongoing opportunities for teams to practice, reflect,
and evolve their approach to change.
Wrap-Up & CTA
Change doesn’t manage itself—and neither does change expertise. By investing in structured capability-building, you can create a team of confident, consistent change leaders. Want to develop change expertise at scale? Explore our Learning Programs or Contact Us.
