The default toolkit for organizational change hasn't kept up with the problems it's being asked to solve.

Bias checklists, nudges, comms plans…these were fine when the challenge was get people to do the thing.

But most change problems now are systemic, they involve group dynamics, unwritten rules, incentive structures, feedback loops, and environments that actively work against what you're trying to enable.

You can't solve a systems problem with a comms plan.

If you're leading change and dont see the expected change, the issue probably isn't execution….It's the mental model underneath it.