Harbinger Blog

Too often, change initiatives begin without a shared definition of success. Without that reference point, priorities drift, stakeholders lose confidence, and when the initiative wraps up, there’s no way to demonstrate it was worth the investment. Effective change management begins with the end in mind. A clearly defined outcome creates the foundation for meaningful measures and better decisions throughout the initiative.

If you’re thinking about all the changes happening in your organization, you may be wondering when it’s the right time to start managing change. What we’re essentially here to say is: don’t wait until it’s too late—start early. Don’t wait until the start of a project to begin introducing people to the change. Chances are, they’ve already caught wind of it, and have plenty of questions and worries about what’s to come. To prevent confusion and to get a head start, you want to

As change experts, we talk a great deal about new trends and strategies to implement in your next Change Management initiative. Whether it be shifting to a four-day workweek, going hybrid, or experiencing periods of intense growth, there is one common denominator that never changes: people. We stress communication and empathy when undergoing change because we know that people remain the deciding factor on whether your project will fail or succeed. That’s why today, we’re taki

Harbinger Leader Insights is a new blog series discussing various decision-making subjects that can result in a failure or success of a transformation or change project. Krista Schaber-Chan, Managing Partner, kicks off the new series with a blog that discusses the value in taking the best and brightest ‘unicorn’ employees from valued roles and onto new projects. We’ve said this before, but change is hard for everyone including leaders. Leaders are instrumental in ensuring