How I work
Communication failure is a symptom. Let me help you address the problem.
The message isn’t usually where things go wrong. Alignment is.
McKinsey's Influence Model identifies four things that have to be true for change to stick. Most companies nail one or two—I build for all four.
(1) Role Modeling
Leaders embody the change they're asking of others.
I work with teams to close the gap between what leaders say and how they show up, so the whole organization can embrace change.
(2) Understanding + Conviction
People grasp the why and believe in the direction.
I create the story that drives the clarity, understanding, and buy-in that builds real belief.
(3) Reinforcing Mechanisms
Processes, incentives, and structures align with change.
I build the infrastructure that keeps the change visible and consistently reinforced, long after your launch email goes out.
(4) Talent + Skills
People have the capabilities the new direction requires.
I help surface where the gaps are and build the communications that make training actually land, so people show up ready to engage.
How engagements work
While every project is unique and custom for your needs, I generally approach problems in the same way.
01
Diagnose
Uncovering the real problems before they become failures.
02
Strategize
The story and system, built for your specific moment.
03
Execute
Content, coaching, and support in real-time for pivotal moments.
04
Sustain
Tools and frameworks so the message lives long past our engagement.
The research is clear: Most companies aren’t ready.
of change initiatives fail to achieve their goals — McKinsey
of employees willingly support change, down from 74% a decade ago — Gartner
increase in change failure without strong leadership communications — Ragan
Ready to talk?
Reach out at melissa@mncconsulting.co or use the contact form.