Make Change Stick

Can you name the three people whose yes-or-no decides whether your next change survives?

Can you say in one sentence - one a busy colleague would actually finish - why your team must change now, not nextquarter?

Do you know which of your loudest supporters will quietly stall the rollout the first week it gets hard?

Can you point to the moment the new way stops being "the project" and becomes simply how things are done here?

If you flinched at any of these, this book is the diagnostic and the fix.

These aren't trick questions. They're the gaps that sink change. Fewer than one in five change efforts truly sticks - notbecause the idea was wrong, but because the person leading it improvised: announced once, assumed agreement, andwalked away before anything took root. You don't need more theory. You need the exact tools, filled in and ready.

Inside are the templates that answer each question:

• Stakeholder Power-Map - names the people who actually decide
• One-Sentence Case-for-Change - your repeatable "why now"
• Guiding-Coalition Charter - builds the team that drives it
• Change-Vision One-Pager - a future people can picture
• 8-Step Communication Plan - so the message doesn't get lost
• Barrier-Removal Log - surfaces the quiet stallers early
• 30-60-90 Quick-Wins Roadmap - visible proof it's working
• Anchor-It-in-Culture Checklist - wires it into hiring and reviews
• Change-Effectiveness Score (CES) Tracker - proof it held
• 90-Day Change Runbook - the whole system, sequenced for Monday

That's a taste of the 57 ready-to-use templates inside - every one printed on the page. No email walls, no downloads, nolinks to chase.

An independent change-management consultant runs $200 to $400 an hour. This is the same system, on the page, builtfrom twenty years of landing real change and the world's most-taught eight-step model - written for any manager, not onlyHR.

Stop announcing change. Start leading it - and make it stick.