Common Mistake: Thinking a Feedback Loop Is Optional
Common Challenge: Missing Out on Insight That Drives Success
Quick Summary
When change practitioners skip or minimize feedback loops, they lose one of the most powerful tools for course correction and engagement. This article explains why feedback isn’t just a “nice-to-have”—it’s a strategic imperative.
The Challenge
Many change initiatives move forward without actively checking in with those affected. Leaders may assume silence equals agreement—or that measurement happens only at the end. Without real-time input, blind spots grow, adoption stalls, and resistance festers unseen.
Why It Matters
Change isn’t linear. It requires real-time insight into how people are experiencing it. A lack of feedback prevents adaptation, makes people feel unheard, and signals that the change is being “done to them.”
The LaMarsh Perspective
The LaMarsh Managed Change™ Model builds feedback into every phase—from risk assessment to reinforcement. Feedback isn’t an afterthought. It’s how you detect friction early, adjust your approach, and foster ownership across the organization.
How-To Solution
Build Feedback Channels Into Your Plan
Don’t rely on end-of-project surveys. Design feedback mechanisms from the start.Gather Both Formal and Informal Input
Use surveys, small groups, and leader check-ins to capture a full picture.Respond to What You Learn
Feedback loses value if it’s not acted on. Communicate what’s changing as a result.Close the Loop
Let people know their voices were heard—even when you can’t act on everything.Make It Ongoing
Feedback isn’t a phase—it’s a mindset. Keep listening throughout the change journey.
Pro Tip
Feedback is not a risk—it’s your early warning system.
Wrap-Up & CTA
If you’re not building in feedback, you’re flying blind. The LaMarsh Managed Change™ Model helps you listen, adapt, and lead more effectively.
👉 Want help creating a feedback framework? Contact us or Join our next Managed Change Workshop.