The Hidden Failure Point in Change Management
Most change initiatives do not fail because of resistance. They fail because of invisible work.
Invisible work is the unplanned effort people absorb in order to make change succeed. It includes extra steps, decision delays, unclear ownership, and process gaps that are not visible on the project plan. These hidden demands quietly overload teams and create friction that slows adoption.
People are not burned out by change itself. They are burned out by the additional work required to make change operational.
If we want change to succeed, we have to reduce friction before we build commitment. That starts with identifying where invisible work will show up and who is expected to absorb it. A simple Load Map can help teams surface this early and plan more realistically.
If you would like a copy of the Load Map template I use, feel free to reach out.
Strategy and Implementation Plans
Strategy is a way of making decisions about where to focus attention and resources. It connects vision to action by clarifying the path between where you are now and where you want to be. An implementation plan is how strategy becomes real — not just executing tasks, but building the ongoing capacity to align structures, processes, resources, and people with shifting conditions so that strategic intention turns into sustained action.
Change Management vs. AI Adoption
Organizational change is fundamentally a strategy that includes an implementation plan for the people involved and affected. Our projects bring the combined the perspectives of Organization Development, project planning, and Prosci ADKAR certification to any transformative or incremental change project. Change projects involving AI adoption go beyond creating readiness and require building capacity and culture.
Change frameworks give you the map. OD helps you read the landscape.
When Organization Development supercharges change management, checklists turn into breakthroughs and resistance turns into momentum.
