Hi ,

Here is a scenario most change managers recognize.

The senior leader sat through the briefing, confirmed their commitment, and then did nothing visible for the next six weeks.

The communication they were supposed to send never went out.

The team conversation that was supposed to reinforce the change narrative never addressed it.

This is not apathy.

It is what happens when the sponsorship plan was designed for a change manager's ideal engagement model instead of an executive's actual calendar.

A hundred-item communication plan hands a leader a responsibility without a clear path to execution.

Ten specific, sequenced, time-bounded tasks with a prepared script for each one is what gets done.

In our latest post, we break down the five-step framework for building a Leadership Action Plan that leaders can actually execute, including the bandwidth assessment that must happen before a single task is assigned, the ten-task-per-phase structure that fits into a senior leader's working week without competing with every operational priority they are managing simultaneously, and how to connect each leader action to a specific readiness outcome so that active sponsorship becomes a data-informed discipline rather than a behavioral expectation with no feedback loop.

Your change program needs visible leaders.

Here is how to give them a plan they will actually follow.

Drive Leader Action

Upcoming Program

• Prosci Change Management Certification Training June 9 - 11, 2026



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