Get a personalized walkthrough of ThriveNumber™ from a member of our team.
.svg)
A fervent believer in the promise of human powered growth, Russ leads CMG in partnering with companies to help them become aligned, agile, customer-driven enterprises that unleash the potential of their organizations with sustainable improvements in focus, teams, culture, and process our clients.
Mark leads CMG in partnering with Telecom companies to help them increase customers and accelerate revenue. His 25+ years of experience in growth, strategy and execution includes B2C and B2B multi-channel acquisition programs, customer experiences that surprise and delight, pricing that optimizes customer value, and innovative product development.
Blog by Kim Scribner
In today’s volatile environment, organizations are being pushed to evolve faster than ever—and so are their people. At a recent casual roundtable hosted by CMG Consulting, leaders in human resources, product, learning and development, and organizational change shared candid insights about a growing reality: change fatigue.
Here are some of the key takeaways:
Change must be thoughtful, not reactive. Leaders emphasized that before launching new initiatives, organizations need to understand the "why" behind change—and be ready to communicate that purpose clearly.
Change journeys succeed or fail at the manager level. Leaders must set the tone, demonstrate resilience, and clear obstacles out of their teams' paths. It’s not enough to manage tasks; managers must manage mindset.
In a volatile environment, small wins and visible signposts matter. Celebrating micro-wins helps employees feel progress and stay engaged, especially when the larger transformation may feel distant or overwhelming.
Supporting individuals through change requires balancing empathy with a clear focus on progress. Acknowledging the difficulty of change is important—but leaders must also maintain momentum toward the future state.
There’s a limit to how much change and learning individuals can absorb at once. Prioritization is critical. Leaders must resist the temptation to layer change upon change without assessing capacity.
As organizations grow, transform, and navigate ongoing uncertainty, change must be something employees choose—not something they are subjected to. By focusing on purpose, manager readiness, small wins, and empathetic leadership, organizations can build cultures that are resilient, adaptive, and human-centered.
The conversation on leading through change is just getting started. If you’re facing change fatigue in your organization and want to explore purposeful strategies to navigate it, we’d love to connect.
