What Makes Us Different
Most change efforts fail not because the strategy was wrong, but because there was misalignment and the people never caught up. Communication failure is a symptom—let me help you address the problem
An approach grounded in change management best practices.
Because real change requires more than a communications plan. The McKinsey Influence Model identifies four conditions that have to be true for change to stick. Most organizations nail one or two. The ones that get all four are the ones that actually come out the other side.
Role Modeling
Leaders embody the change they're asking of others.
This is where communication becomes behavior. I work with executive teams to close the gap between what leadership says and how they show up, so the whole organization can see and feel the difference.
Reinforcing Mechanisms
Processes, incentives, and structures align with change.
I build the communications infrastructure (manager toolkits, feedback cadences, milestone messaging, etc.) that keeps the change visible and reinforced long after the launch email goes out.
Understanding + Conviction
People grasp the why and believe in the direction.
Not just the story, but the architecture behind it. I build the narrative that helps people understand what's changing, why it matters, and what it means for them. The difference between comply and commit lives here.
Talent + Skills
People have the capabilities the new direction requires.
I help your team surface where the gaps are and build the communications that make training actually land, so people show up ready to engage instead of waiting it out.
A clear model for working together.
Developed for your timeline and specific needs, you’ll never be left wondering what’s next.
01
Diagnose
Stakeholder conversations, audit of existing comms, and a clear picture of where the gaps are.
02
Strategize
Messaging architecture, audience mapping, and a plan leadership can actually execute.
03
Execute
Content, coaching, and real-time support through the moments that matter most.
04
Sustain
Handoff tools, templates, and frameworks your team can own long after the engagement ends.
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.