Going All In: The Three Es of Effective Change

Cathie Leimbach • October 15, 2024

In their article "Going All In: Why Employee 'Will' Can Make or Break Transformations," Dominic Skerritt and John Parsons stress the importance of harnessing collective energy to drive organizational change.

They propose a three-step process, known as the "Three Es," to create the momentum needed to overcome challenges and achieve transformation success.

The first E is to Elevate a core group of employees from all levels in the organization to lead the change. Research shows that involving a significant portion of the workforce in key initiatives is crucial for achieving positive results. Companies that aim to involve 21 to 30% of their employees in change projects often see the highest returns.

The second E is to Empower a broad coalition of change leaders to embody new ways of thinking and working. Studies suggest that a small group of deeply committed individuals can create a powerful tipping point, influencing the entire organization's mindsets and behaviors.

The third E is to Energize all employees to change. Inspiring and engaging the entire organization is key for most of the workforce to become willing to change. Leaders must communicate effectively, explaining the vision and the benefits of the transformation. Studies indicate that leaders who successfully share the importance and direction of the change are more likely to achieve high adoption and stronger performance.

By implementing the Three E's, organizations can create a culture of engagement, empowerment, and collective energy, setting the stage for successful change.

How Could You Create a 5-10% Productivity Shift? 

By Cathie Leimbach • February 3, 2026
When it comes to improvement at work, the focus is often on big changes. But frequently, it’s small shifts that quietly create big results. Productivity rarely improves without strong leadership practices. So, what if better leadership increased productivity by just 5-10%? That could mean: Less rework Faster decisions More follow-through Less firefighting More output — without more people That’s not wishful thinking. When leadership improves, absenteeism and turnover drop. Work flows more smoothly. Results, and the bottom line, improve.  When leaders get clearer, communicate better, and follow through more consistently, friction fades. People know what matters. Decisions move faster. Energy shifts from fixing problems to getting real work done. Organizations that invest in leadership development often see: Higher output Lower turnover Better use of talent Stronger momentum The real shift happens when leaders stop asking, “ Should we invest in leadership ?” and start asking, “ What is it costing us not to ?” 👉 Join our 60-minute Leadership Conversation to see what a 10–15% shift could mean for your organization.

Why New Tools Don’t Change Behavior

By Cathie Leimbach • January 27, 2026
New tools promise big results. New software, dashboards, and systems all look great on paper. But months later, many leaders are still asking, “Why hasn’t much changed?” Because tools don’t change behavior — leadership does. A system can organize work, but it can’t create ownership. It can’t set expectations. It can’t follow through. Without strong leadership habits, even the best tools just make problems more visible. What really drives results? Clear expectations Consistent follow-through Helpful feedback Leaders who model the right behavior When those are missing, people work around the tool instead of with it. Adoption drops. Frustration rises. And the old problems stay. So the better question isn’t, “What tool do we need next?” It’s, “Do our leadership habits support the results we expect?”  👉 Join our 60-minute Leadership Conversation to explore the habits that actually drive performance.