- 60–70% of major change initiatives still fail to live up to expectations, and it fails in the middle: managers are expected to drive it, but they’re seldom equipped or aligned to lead it.
- We help organizations accelerate change adoption by enabling middle managers with practical leadership routines, clear messaging, and coaching tools they can use in their daily workflow.
- We also connect change to talent management—so you’re selecting, developing, and rewarding the behaviors that make the strategy real.
- The result is faster adoption, fewer rollout setbacks, stronger engagement, and a repeatable system that improves leadership capability and performance long after the initiative ends.
- While organizations often focus change efforts at the top, middle managers are the true engine of transformation.
Their challenges:
- Role conflict and ambiguity
- Emotional labor and change fatigue
- Conflicting expectations from executives and frontline teams
- Limited clarity on their role in change
Their responsibilities:
- Communicating meaning and direction
- Maintaining psychological safety
- Stabilizing teams
- Aligning people and processes
- Identifying risks early
- Ensuring operational continuity
A multi-method approach—Focused Where Change Actually Happens:
- We draw on multiple management models to clarify the external forces driving the change—in other words, the “why” behind it.
- We use a combination of change management methods (Prosci, PDCA, Kepner-Tregoe) to help organizations achieve faster adoption, stronger engagement, and sustained results.
- While most change efforts emphasize executive sponsorship and enterprise communications, our work centers on middle managers as the critical levers for accelerating change adoption.
- Because change doesn’t succeed when it’s announced—it succeeds when managers lead it.
Learn about The Catalyst Insights Group's Middle Manager Change Activation Model (MM-CAM™), the origins of MM-CAM™, and the founder, Malcolm Gabriel.