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.

Accountability Without Drama

By Cathie Leimbach • March 3, 2026
Accountability doesn’t have to feel tense or awkward. When done well, it’s calm, clear, and supportive. Most leaders avoid it because they don’t want conflict. But avoiding it creates something worse — inconsistency, frustration, and missed results. Strong accountability is simple: What was expected? What actually happened? What needs to happen next? When leaders address issues early and clearly, drama fades. People know where they stand. Follow through improves. Common mistakes: Waiting too long Being inconsistent Attacking the person’s character These patterns can change. With the right habits, accountability becomes predictable instead of stressful — and work gets better fast. 👉Download our Accountability Without Drama Checklist to practice these conversations with confidence.

Communication Gaps

By Cathie Leimbach • February 24, 2026
Most communication problems don’t happen because people aren’t listening. They happen because leaders assume clarity instead of checking for it. “I think they get it” isn’t the same as “they really do.” When people don’t clearly understand what’s expected of them, they make their own assumptions to fill in the gaps. That’s when rework, missed deadlines, and frustration show up. Strong leaders ask better questions: What do you see as the top priority? What does success look like to you? What could get in the way? These don’t slow work down — they prevent costly resets later. Try a simple weekly habit: Think about one key conversation. What did I mean? What did they hear? Where was the gap? Small awareness leads to big gains. 👉 You’re invited to a Leadership Conversation with other leaders to discuss common leadership gaps and how they quietly influence results.