Why Your Change Initiatives Keep Failing (And How to Finally Make Them Stick) Ready for some uncomfortable truth? If your company's change initiatives keep failing, it's not your employees' fault—it's yours. On this episode of No More Leadership BS, our panel of seasoned consultants cuts through the corporate fluff to reveal why most organizational changes crash and burn faster than a meteor hitting Earth. Here's What Really Happens: Your leadership team gets excited about the next big thing, makes grand announcements, implements new systems, and then... crickets. Three months later, everyone's back to business as usual, and you're wondering why your staff "just doesn't get it." The Real Problem: You're Treating Culture Change Like a Weekend Project Our experts reveal that most leaders sabotage their own change efforts by focusing on external mandates instead of internal transformation. They're writing memos when they should be building relationships, issuing edicts when they should be explaining the "why," and expecting compliance when they haven't earned trust. The Leadership Reality Check Change doesn't fail because employees are stubborn—it fails because leadership isn't modeling the behavior they want to see. Your staff watches everything you do, and if your actions don't match your announcements, they'll follow what you do, not what you say. The Bottom Line Successful change requires three non-negotiables: absolute clarity of purpose, relentless modeling of desired behaviors, and embedding change into daily operations rather than treating it as a side project. Most importantly, it requires leaders who are willing to change themselves first. Tune in for: ✅The brutal truth about why your last three change initiatives flopped ✅How to get buy-in without bribing people with pizza parties ✅The "janitor on the moon" secret to company-wide commitment ✅Why walking around your office beats sending another memo ✅Real strategies for making change stick permanently Stop wasting time on change initiatives that don't work. It's time to lead the change instead of just announcing it.