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Elevate Your Employees for Successful Change

Cathie Leimbach • October 22, 2024

According to experts Skerritt and Parsons, harnessing collective energy to drive change can be created by a three-step process, known as the “Three Es”. Let’s focus on the first E – Elevate.


Want your change efforts to be a success? It's all about getting your employees on board. Research shows that the results of change initiatives are much better when companies involve 20% to 30% of their  employees throughout the whole change process.


How do you get more people involved? Elevate a broad diversity of employees from simply doing what they are told to investigating, testing, providing feedback, and communicating the change.  


1.      Engage employees who love change. Ask them to beta test new processes and share their excitement for the benefits of the planned change.

2.      Leverage the capacity of employees who already have the skills needed to excel with the new technology, process, product, or service.

3.      Get input from a few employees who tend to discover problems and voice their concerns. Task them with finding solutions for the pitfalls.

4.      Request and listen to feedback from the ‘elevated’ employees with a ‘we really want to know the truth’ mindset.

5.      Involve several people who will be heavily impacted by the change in solving challenges that come to light.

6.      Once the beta testers and internal experts believe that the change will be beneficial, communicate the nature and timeline of the change in diverse ways. Be sure to include group meetings where beta testers share their experience, support, and excitement. 



By elevating many employees throughout the initial stages of the change effort, you can create a strong core of employees who are committed to your transformation. And that can make all the difference in your success.

Building Trust and Confidence in Professional Relationships

By Cathie Leimbach • March 11, 2025
Trust is like the glue that holds a team together and makes it thrive. When people on a team trust each other, it's like they're saying, "Hey, I've got your back." This trust lets everyone bring their best ideas and skills to the table without worrying about being judged or overshadowed. When you feel trusted at work, you're more likely to take risks and share new ideas. You're not afraid to step up when challenges arise. This kind of environment isn't just productive; it's where problems get solved in ways no one person could do alone. But trust isn't a one-way street. It's about finding that balance. The best professionals know how to be open and vulnerable while also setting clear boundaries. They understand when to give trust as a way to build strong relationships and when to protect themselves from being taken advantage of. The key is finding that sweet spot: trusting enough to foster collaboration and teamwork but also staying grounded to navigate professional relationships wisely. This balance creates a workplace where people feel safe to speak up and take risks, yet everyone is accountable for their actions. Trust isn't just nice to have—it's essential for a thriving team and a successful career.  👉 For additional tips on building trust, check out David Horsager’s 8 Pillars of Trust from his book The Trust Edge: David Horsager’s 8 Pillars of Trust (PDF)

Making Change Stick

By Cathie Leimbach • March 4, 2025
Change is one of those things that’s easier said than done, right? We all love the idea of progress and innovation, but when it comes down to actually shaking things up in our workplaces—well, let's just say not everyone is on board from the get-go. Did you know that around 70% of the time, those big change efforts in organizations flop? It’s not because people hate new ideas. It’s more about feeling unsure when things aren’t predictable anymore. We like our routines! So, how do you actually make change stick? Well, it’s all about how you sell it. Leaders need to really explain why these changes matter, not just for the company’s bottom line, but for everyone involved. Keeping everyone in the loop and being straight-up about what’s happening can build trust and calm those nerves. Here’s the secret sauce: get your team involved early on. Show them some quick wins to get everyone excited. And don’t ignore the stuff that’s gonna hurt a bit—acknowledge those losses and help people through them. Oh, and don’t forget the training and support they need to actually succeed in this new setup. The best changes aren’t about tearing everything down and starting over. They’re about building on what’s already great and moving toward something even better. When people feel like they’re part of the plan, not just watching it happen, that’s when magic really starts to happen.  So, think about it: how does your company handle change? Got a game plan for making sure your leaders and teams are all on the same page? If you’re looking to level up your leadership skills and tackle change head-on, drop Cathie a line at cathie@agonleadership.com or shoot a text to 440-320-3113 with “Workplace Leadership” in the subject line. Let’s chat about how to make your next big change a smooth ride for everyone involved.
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