{"id":4644,"date":"2025-12-28T22:30:05","date_gmt":"2025-12-28T22:30:05","guid":{"rendered":"https:\/\/imaworldwide.com\/?p=4644"},"modified":"2026-04-01T04:37:34","modified_gmt":"2026-04-01T04:37:34","slug":"part-3-why-organizations-fail-at-yes-express-model-reinforce-misalignment","status":"publish","type":"post","link":"https:\/\/imaworldwide.com\/part-3-why-organizations-fail-at-yes-express-model-reinforce-misalignment\/","title":{"rendered":"Part 3: Why Organizations Fail at &#8220;Yes&#8221; \u2014 Express-Model-Reinforce Misalignment"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"4644\" class=\"elementor elementor-4644\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-bc65cb5 e-flex e-con-boxed e-con e-parent\" data-id=\"bc65cb5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-AAOh7nw elementor-widget__width-auto elementor-align-right elementor-widget elementor-widget-button\" data-id=\"AAOh7nw\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/www.melrobbins.com\/episode\/episode-341\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Mel robbins podcast<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-29731b2 elementor-align-center elementor-widget elementor-widget-button\" data-id=\"29731b2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/imaworldwide.com\/part-2-turning-yes-into-action\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Read Part two<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f52bba7 elementor-widget elementor-widget-html\" data-id=\"f52bba7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t\t<!-- \r\n  BLOG POST: Part 3 \u2014 Why Organizations Fail at \"Yes\": Express-Model-Reinforce Misalignment\r\n  URL: https:\/\/imaworldwide.com\/part-3-why-organizations-fail-at-yes-express-model-reinforce-misalignment\/\r\n  TEMPLATE: Matched to live page design system\r\n  Author: Ann Marvin | Peacock Hill Consulting powered by IMA Worldwide\r\n  No H1 \u2014 WordPress handles title\r\n  No font-family overrides \u2014 inherits from theme\r\n  FIXES: Readability, contextual flow, tables (was 0), numerical density, broken section transitions\r\n-->\r\n\r\n<style>\r\n\/* ============================================================\r\n   SCOPED WRAPPER \u2014 no global overrides\r\n   ============================================================ *\/\r\n*, .ph-page *, .ph-page ::before, .ph-page ::after { box-sizing: border-box; }\r\n\r\n.ph-page { line-height: 1.75; color: rgb(26,29,30); -webkit-font-smoothing: antialiased; }\r\n.ph-page img { max-width: 100%; display: block; }\r\n.ph-page a { color: rgb(5,85,74); text-decoration: none; font-weight: 600; }\r\n.ph-page a:hover { text-decoration: underline; }\r\n.ph-page p { margin: 0 0 16px; }\r\n.ph-page ul, .ph-page ol { margin: 8px 0 16px 24px; }\r\n.ph-page li { margin: 6px 0; }\r\n.ph-page li strong { color: rgb(26,39,68); }\r\n\r\n\/* Reading progress *\/\r\n.reading-progress {\r\n  position: fixed; top: 0; left: 0; width: 0%; height: 4px;\r\n  background: linear-gradient(90deg, rgb(47,69,128), rgb(5,85,74));\r\n  z-index: 1000; transition: width 0.1s linear;\r\n}\r\n\r\n\/* Sticky TOC sidebar *\/\r\n.toc-sidebar {\r\n  position: fixed;\r\n  left: max(16px, calc(50vw - 640px));\r\n  top: 120px; width: 220px; z-index: 50; transition: opacity 0.3s;\r\n}\r\n.toc-sidebar.hidden { opacity: 0; pointer-events: none; }\r\n.toc-sidebar ul { list-style: none; padding: 0; 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text-decoration: none; }\r\n.series-link .sl-label { font-size: 0.68rem; font-weight: 700; text-transform: uppercase; letter-spacing: 0.08em; color: rgb(95,99,104); margin-bottom: 4px; }\r\n.series-link .sl-title { font-size: 0.9rem; font-weight: 700; color: rgb(26,39,68); }\r\n.series-link.next-link { border-color: rgba(47,69,128,0.3); background: rgba(47,69,128,0.04); }\r\n.series-link.next-link .sl-label { color: rgb(47,69,128); }\r\n\r\n\/* Fade-up animation *\/\r\n.fade-up { opacity: 0; transform: translateY(24px); transition: opacity 0.6s, transform 0.6s; }\r\n.fade-up.visible { opacity: 1; transform: translateY(0); }\r\n\r\n\/* Citation footer *\/\r\n.citation-footer { font-size: 0.8rem; color: rgb(154,160,166); border-top: 1px solid rgb(238,240,242); padding-top: 20px; margin-top: 40px; }\r\n\r\n@media (max-width: 640px) {\r\n  .stat-row { grid-template-columns: 1fr 1fr; }\r\n  .cta-buttons { flex-direction: column; align-items: center; }\r\n}\r\n<\/style>\r\n\r\n<!-- Reading progress bar -->\r\n<div class=\"reading-progress\" id=\"readingProgress\"><\/div>\r\n\r\n<!-- Sticky TOC sidebar -->\r\n<nav class=\"toc-sidebar hidden\" id=\"tocSidebar\">\r\n  <ul>\r\n    <li><a href=\"#why-rhimes\">Why Rhimes Succeeded<\/a><\/li>\r\n    <li><a href=\"#why-orgs-fail\">Why Organizations Fail<\/a><\/li>\r\n    <li><a href=\"#emr-framework\">The EMR Framework<\/a><\/li>\r\n    <li><a href=\"#brutal-math\">The Brutal Math<\/a><\/li>\r\n    <li><a href=\"#disconnects\">4 Common Disconnects<\/a><\/li>\r\n    <li><a href=\"#audit\">Audit Your System<\/a><\/li>\r\n    <li><a href=\"#fix-it\">5 Actions to Fix It<\/a><\/li>\r\n    <li><a href=\"#reality-check\">Reality Check<\/a><\/li>\r\n  <\/ul>\r\n<\/nav>\r\n\r\n<!-- ==================== TL;DR BANNER ==================== -->\r\n<p>This article is part of our <a href=\"\/what-is-aim\/\">AIM Methodology series<\/a>.<\/p>\r\n<div class=\"tldr-banner\">\r\n  <div class=\"tldr-grid\">\r\n    <div class=\"tldr-card fade-up\">\r\n      <div class=\"icon blue\">\ud83d\udcd0<\/div>\r\n      <h4>The Math<\/h4>\r\n      <p>Express = 1x impact. Model = 2x. Reinforce = 3x. When they're misaligned, reinforcement wins every time.<\/p>\r\n    <\/div>\r\n    <div class=\"tldr-card fade-up\">\r\n      <div class=\"icon red\">\u26a0\ufe0f<\/div>\r\n      <h4>The Problem<\/h4>\r\n      <p>Leaders say \"yes\" to innovation, collaboration, and learning. Then their systems reinforce the opposite.<\/p>\r\n    <\/div>\r\n    <div class=\"tldr-card fade-up\">\r\n      <div class=\"icon amber\">\ud83d\udd0d<\/div>\r\n      <h4>The Test<\/h4>\r\n      <p>Ask: what behaviors got someone promoted in the last 12 months? The gap is your reinforcement misalignment.<\/p>\r\n    <\/div>\r\n    <div class=\"tldr-card fade-up\">\r\n      <div class=\"icon green\">\u2705<\/div>\r\n      <h4>The Fix<\/h4>\r\n      <p>Pick one behavior. Align what you express, model, and reinforce. Then expand. This is how change sticks.<\/p>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n<!-- ==================== ARTICLE ==================== -->\r\n<article class=\"ph-page\">\r\n\r\n<!-- SECTION: WHY RHIMES SUCCEEDED -->\r\n<div class=\"ph-section\" id=\"why-rhimes\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Case Study<\/span>\r\n    <h2>Why Shonda Rhimes Succeeded: <span class=\"accent\">She Controlled Her Reinforcement<\/span><\/h2>\r\n    <p class=\"section-intro\">Most change efforts focus on what people say and do. Rhimes is a useful example because her story shows what happens when all three elements \u2014 saying, doing, and experiencing \u2014 line up.<\/p>\r\n\r\n    <p>When Shonda Rhimes said \"yes\" to speaking engagements and actually showed up, she got immediate feedback. The audience responded. She felt satisfaction. New opportunities expanded. Her confidence grew. Those consequences stayed connected to the new behavior \u2014 which is exactly why it lasted beyond the 1st engagement, the 5th, and the 50th.<\/p>\r\n\r\n    <div class=\"callout-box fade-up\">\r\n      <p><strong>The key insight:<\/strong> Alignment is not perfection. The story includes discomfort, missteps, and setbacks. What made it work is that the consequences kept pointing her forward, not back to the old behavior \u2014 for 365 consecutive days.<\/p>\r\n    <\/div>\r\n\r\n    <p>What she said matched what she did. What she did matched what she experienced. That 3-way alignment is what made the change sustainable \u2014 not willpower, not inspiration, not a great message on day 1.<\/p>\r\n\r\n    <div class=\"bridge\">Most organizations are excellent at the first part. They communicate clearly on day 1. They train. They launch. Then they wonder why behavior reverts by day 90 \u2014 because they never changed what gets reinforced.<\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: WHY ORGS FAIL -->\r\n<div class=\"ph-section\" id=\"why-orgs-fail\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Pattern<\/span>\r\n    <h2>Why Organizations Fail: <span class=\"accent\">Systems Say \"No\" While Leaders Say \"Yes\"<\/span><\/h2>\r\n    <p class=\"section-intro\">This is the most common pattern in organizational change \u2014 and the most predictable. Once you see it, you will recognize it everywhere.<\/p>\r\n\r\n    <div class=\"comparison-table-wrap fade-up\">\r\n      <table class=\"comparison-table\">\r\n        <thead>\r\n          <tr>\r\n            <th style=\"width:25%\">EMR Element<\/th>\r\n            <th style=\"width:40%\">What Actually Happens<\/th>\r\n            <th style=\"width:35%\">Weight<\/th>\r\n          <\/tr>\r\n        <\/thead>\r\n        <tbody>\r\n          <tr>\r\n            <td class=\"feature-name\">Leaders Express (say)<\/td>\r\n            <td>\"We value innovation, collaboration, continuous learning.\"<\/td>\r\n            <td><strong>1\u00d7<\/strong><\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"feature-name\">Leaders Model (do)<\/td>\r\n            <td>Avoid risk, protect boundaries, stick with what worked before.<\/td>\r\n            <td><strong>2\u00d7<\/strong><\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"feature-name\">Systems Reinforce (reward)<\/td>\r\n            <td>Perfect records, individual metrics, speed over quality.<\/td>\r\n            <td><strong>3\u00d7<\/strong><\/td>\r\n          <\/tr>\r\n        <\/tbody>\r\n      <\/table>\r\n    <\/div>\r\n\r\n    <p>The math is not complicated. People do what gets reinforced \u2014 not what gets expressed. When those 2 things point in different directions, reinforcement wins at 3 times the weight of communication alone.<\/p>\r\n\r\n    <span class=\"key-metric\">IMA's AIM research across 40+ years and 1,000+ implementations confirms: misaligned reinforcement is the single most common reason change fails after launch \u2014 appearing in more than 7 out of 10 stalled transformations.<\/span>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: EMR FRAMEWORK -->\r\n<div class=\"ph-section\" id=\"emr-framework\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Framework<\/span>\r\n    <h2>The <span class=\"accent\">Express-Model-Reinforce<\/span> Framework<\/h2>\r\n    <p class=\"section-intro\">IMA's AIM assigns a specific weight to each element of sponsor behavior. Understanding those weights is what makes this framework actionable \u2014 not just conceptual.<\/p>\r\n\r\n    <div class=\"emr-grid fade-up\">\r\n      <div class=\"emr-card express\">\r\n        <div class=\"emr-weight\">1\u00d7<\/div>\r\n        <div class=\"emr-label\">Express<\/div>\r\n        <div class=\"emr-desc\">What leaders <em>say<\/em>. Town halls, newsletters, vision statements, training. Sets direction. Not enough on its own \u2014 people have heard thousands of messages that changed nothing.<\/div>\r\n      <\/div>\r\n      <div class=\"emr-card model\">\r\n        <div class=\"emr-weight\">2\u00d7<\/div>\r\n        <div class=\"emr-label\">Model<\/div>\r\n        <div class=\"emr-desc\">What leaders personally <em>do<\/em>. Where they spend time. What tools they use. Who they recognize. Behavior carries twice the weight of talk. Credibility lives here.<\/div>\r\n      <\/div>\r\n      <div class=\"emr-card reinforce\">\r\n        <div class=\"emr-weight\">3\u00d7<\/div>\r\n        <div class=\"emr-label\">Reinforce<\/div>\r\n        <div class=\"emr-desc\">What systems <em>reward<\/em>. Promotions. Pay. Budget. Performance reviews. Public recognition. Consequences. This is what makes behavior stick \u2014 or disappear. It outweighs everything else combined.<\/div>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <div class=\"aim-principle fade-up\">\r\n      <span class=\"principle-label\">AIM Principle \u2014 Don Harrison, creator of IMA's AIM<\/span>\r\n      <p>\"If you do not change the reinforcement, you do not get the change.\"<\/p>\r\n      <cite>\u2014 The core teaching behind 40+ years of IMA implementation research<\/cite>\r\n    <\/div>\r\n\r\n    <p>This is not a theory. It is a diagnostic. When you know what each element weighs, you can calculate why a change is stalling \u2014 and what to fix first. The Reinforce element (3\u00d7) dominates because it governs what behaviors survive contact with real organizational pressure.<\/p>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: BRUTAL MATH -->\r\n<div class=\"ph-section\" id=\"brutal-math\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Math<\/span>\r\n    <h2>The Brutal Math: <span class=\"accent\">Reinforcement Wins Every Time<\/span><\/h2>\r\n    <p class=\"section-intro\">Two organizations. Same stated values. Completely different outcomes. The only difference is where the math points.<\/p>\r\n\r\n    <h3>Scenario A: All 3 elements aligned<\/h3>\r\n    <div class=\"math-box fade-up\">\r\n      Express (1\u00d7): <span class=\"pos\">\"We value innovation.\"<\/span><br>\r\n      Model (2\u00d7): <span class=\"pos\">Leaders run 3 experiments per quarter. They share failures openly.<\/span><br>\r\n      Reinforce (3\u00d7): <span class=\"pos\">Innovators get promoted. Pilot budgets are approved within 30 days.<\/span><br>\r\n      <div class=\"total\">Net: +6\u00d7 pushing toward innovation \u2192 <span class=\"pos\">Innovation happens. Fast.<\/span><\/div>\r\n    <\/div>\r\n\r\n    <h3>Scenario B: Expression without reinforcement<\/h3>\r\n    <div class=\"math-box fade-up\">\r\n      Express (1\u00d7): <span class=\"pos\">\"We value innovation.\"<\/span><br>\r\n      Model (0\u00d7): <span class=\"neg\">Leaders stick with proven approaches. Failures stay private.<\/span><br>\r\n      Reinforce (\u22123\u00d7): <span class=\"neg\">Only perfect records get promoted. Failures are punished.<\/span><br>\r\n      <div class=\"total\">Net: 1 + 0 \u2212 3 = <span class=\"neg\">\u22122\u00d7 working against innovation.<\/span><\/div>\r\n    <\/div>\r\n\r\n    <div class=\"callout-box fade-up\">\r\n      <p><strong>The math is simple.<\/strong> People do what gets reinforced. When reinforcement points away from what you expressed, reinforcement wins \u2014 at 3 times the weight. You cannot write your way past this. You cannot train your way past it. The only fix is changing what gets rewarded.<\/p>\r\n    <\/div>\r\n\r\n    <p>Projects with actively involved leaders \u2014 ones who model and reinforce, not just express \u2014 succeed at a <strong>76% rate<\/strong>. Projects with leaders who only express succeed at just <strong>46%<\/strong>. That 30-percentage-point gap is the cost of expression without reinforcement. The math determines the outcome.<\/p>\r\n\r\n    <div class=\"callout-box fade-up\">\r\n      <p><strong>Expression without reinforcement is not a theory.<\/strong> It shows up in 4 specific, recurring patterns \u2014 and odds are your organization has at least 2 of them running right now. Each one follows the same structure: a 1\u00d7 message working against a \u22123\u00d7 system. Together, they explain why most change stalls after launch \u2014 and why more communication never fixes it.<\/p>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: 4 DISCONNECTS -->\r\n<div class=\"ph-section\" id=\"disconnects\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">Where Expression Without Reinforcement Lives<\/span>\r\n    <h2>The 4 Most Common <span class=\"accent\">Expression-Reinforcement Disconnects<\/span><\/h2>\r\n    <p class=\"section-intro\">These 4 patterns of expression without reinforcement appear in nearly every organization that struggles with adoption. Each follows the same math: a 1\u00d7 message canceled by a \u22123\u00d7 system. The result is always the same \u2014 people stop doing what was asked.<\/p>\r\n\r\n    <!-- Disconnect 1 -->\r\n    <div class=\"disconnect-card fade-up\">\r\n      <div class=\"dc-number\">Disconnect #1<\/div>\r\n      <h3>Innovation<\/h3>\r\n      <div class=\"dc-row\">\r\n        <div class=\"dc-col say\">\r\n          <div class=\"dc-col-label\">Express (1\u00d7) \u2014 What organizations say<\/div>\r\n          <ul><li>\"We value risk-taking and innovation.\"<\/li><li>\"Fail fast, learn faster.\"<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col do\">\r\n          <div class=\"dc-col-label\">Model (0\u00d7) \u2014 What leaders do<\/div>\r\n          <ul><li>Require exhaustive business cases before pilots<\/li><li>Cancel at the first difficulty<\/li><li>Never share their own failures<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col reward\">\r\n          <div class=\"dc-col-label\">Reinforce (\u22123\u00d7) \u2014 What systems reward<\/div>\r\n          <ul><li>Promotions go to people with zero failures<\/li><li>Performance reviews penalize \"wasted effort\"<\/li><li>Successful innovations get credited to leadership; failures go to the team<\/li><\/ul>\r\n        <\/div>\r\n      <\/div>\r\n      <div class=\"dc-result\">Result: People stop trying. Innovation dies.<\/div>\r\n    <\/div>\r\n\r\n    <!-- Disconnect 2 -->\r\n    <div class=\"disconnect-card fade-up\">\r\n      <div class=\"dc-number\">Disconnect #2<\/div>\r\n      <h3>Collaboration<\/h3>\r\n      <div class=\"dc-row\">\r\n        <div class=\"dc-col say\">\r\n          <div class=\"dc-col-label\">Express (1\u00d7) \u2014 What organizations say<\/div>\r\n          <ul><li>\"We value collaboration.\"<\/li><li>\"Break down silos. One team.\"<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col do\">\r\n          <div class=\"dc-col-label\">Model (0\u00d7) \u2014 What leaders do<\/div>\r\n          <ul><li>Protect departmental turf<\/li><li>Send representatives instead of attending personally<\/li><li>Make unilateral decisions<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col reward\">\r\n          <div class=\"dc-col-label\">Reinforce (\u22123\u00d7) \u2014 What systems reward<\/div>\r\n          <ul><li>Performance reviews measure only individual metrics<\/li><li>Bonuses based on siloed results<\/li><li>Cross-functional work adds burden without recognition<\/li><\/ul>\r\n        <\/div>\r\n      <\/div>\r\n      <div class=\"dc-result\">Result: Silos strengthen. Collaboration becomes meetings without follow-through.<\/div>\r\n    <\/div>\r\n\r\n    <!-- Disconnect 3 -->\r\n    <div class=\"disconnect-card fade-up\">\r\n      <div class=\"dc-number\">Disconnect #3<\/div>\r\n      <h3>Continuous Learning<\/h3>\r\n      <div class=\"dc-row\">\r\n        <div class=\"dc-col say\">\r\n          <div class=\"dc-col-label\">Express (1\u00d7) \u2014 What organizations say<\/div>\r\n          <ul><li>\"Embrace continuous learning.\"<\/li><li>\"Growth mindset. Never stop developing.\"<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col do\">\r\n          <div class=\"dc-col-label\">Model (0\u00d7) \u2014 What leaders do<\/div>\r\n          <ul><li>Never mention their own learning<\/li><li>Cancel training when busy<\/li><li>Don't use new skills once learned<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col reward\">\r\n          <div class=\"dc-col-label\">Reinforce (\u22123\u00d7) \u2014 What systems reward<\/div>\r\n          <ul><li>Training gets consumed by meetings \u2014 no protected time<\/li><li>Learning is absent from performance reviews<\/li><li>Being a beginner is treated like incompetence<\/li><\/ul>\r\n        <\/div>\r\n      <\/div>\r\n      <div class=\"dc-result\">Result: People coast on existing skills. Capability stagnates.<\/div>\r\n    <\/div>\r\n\r\n    <!-- Disconnect 4 -->\r\n    <div class=\"disconnect-card fade-up\">\r\n      <div class=\"dc-number\">Disconnect #4<\/div>\r\n      <h3>Speaking Up<\/h3>\r\n      <div class=\"dc-row\">\r\n        <div class=\"dc-col say\">\r\n          <div class=\"dc-col-label\">Express (1\u00d7) \u2014 What organizations say<\/div>\r\n          <ul><li>\"Voice your concerns.\"<\/li><li>\"Speak truth to power. Psychological safety.\"<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col do\">\r\n          <div class=\"dc-col-label\">Model (0\u00d7) \u2014 What leaders do<\/div>\r\n          <ul><li>React defensively when challenged<\/li><li>Shut down debate with position power<\/li><li>Surround themselves with yes-people<\/li><\/ul>\r\n        <\/div>\r\n        <div class=\"dc-col reward\">\r\n          <div class=\"dc-col-label\">Reinforce (\u22123\u00d7) \u2014 What systems reward<\/div>\r\n          <ul><li>Problem-raisers get labeled \"negative\"<\/li><li>Messengers of bad news face career consequences<\/li><li>Conformity gets recognized as \"alignment\"<\/li><\/ul>\r\n        <\/div>\r\n      <\/div>\r\n      <div class=\"dc-result\">Result: Silence. Problems stay hidden until they explode. Leadership is \"surprised\" by sudden issues.<\/div>\r\n    <\/div>\r\n\r\n    <div class=\"bridge\">All 4 disconnects share the same structure: a 1\u00d7 message working against a 3\u00d7 system. The fix is not better messaging. The fix is changing what gets reinforced \u2014 which starts with an honest audit of your current system.<\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: AUDIT -->\r\n<div class=\"ph-section\" id=\"audit\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Diagnostic<\/span>\r\n    <h2>How to <span class=\"accent\">Audit Your Reinforcement System<\/span><\/h2>\r\n    <p class=\"section-intro\">For each behavior you want to see, answer these 7 questions. The gaps between your intended system and your actual system are your misalignment. Each gap has a cost \u2014 because the reinforcement weight is 3\u00d7.<\/p>\r\n\r\n    <div class=\"fade-up\">\r\n      <table class=\"audit-table\">\r\n        <thead>\r\n          <tr>\r\n            <th class=\"q-col\">Question<\/th>\r\n            <th>What you want to see<\/th>\r\n            <th class=\"bad-col\">What misalignment looks like<\/th>\r\n          <\/tr>\r\n        <\/thead>\r\n        <tbody>\r\n          <tr>\r\n            <td class=\"q-col\">What does success look like?<\/td>\r\n            <td>Observable behaviors \u2014 specific and measurable<\/td>\r\n            <td class=\"bad-col\">Vague aspirations (\"be more innovative\")<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"q-col\">How do we recognize this?<\/td>\r\n            <td>Public or private acknowledgment tied to the behavior<\/td>\r\n            <td class=\"bad-col\">Recognition is absent or random<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"q-col\">What do we reward?<\/td>\r\n            <td>Promotions, pay, and resources linked to the target behavior<\/td>\r\n            <td class=\"bad-col\">Rewards go to the old behavior under a new name<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"q-col\">What are the consequences?<\/td>\r\n            <td>Clear outcomes for doing it \u2014 and for not doing it<\/td>\r\n            <td class=\"bad-col\">No consequence for non-compliance; behavior is optional<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"q-col\">What do we measure?<\/td>\r\n            <td>Observable behaviors tracked, reported, and discussed regularly<\/td>\r\n            <td class=\"bad-col\">Count is tracked but never discussed or linked to outcomes<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"q-col\">Where do resources go?<\/td>\r\n            <td>Time protected, budget allocated, tools provided<\/td>\r\n            <td class=\"bad-col\">No time allocated; people told to \"fit it in\"<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"q-col\">What do leaders model?<\/td>\r\n            <td>Leaders do this themselves, visibly and regularly<\/td>\r\n            <td class=\"bad-col\">Leaders delegate the behavior they're asking others to demonstrate<\/td>\r\n          <\/tr>\r\n        <\/tbody>\r\n      <\/table>\r\n    <\/div>\r\n\r\n    <h3>Example audit: \"Innovation\"<\/h3>\r\n    <p>Here is what the innovation audit looks like in an organization where the disconnect is already in place:<\/p>\r\n\r\n    <div class=\"fade-up\">\r\n      <table class=\"audit-table\">\r\n        <thead>\r\n          <tr>\r\n            <th>Question<\/th>\r\n            <th class=\"bad-col\">Current reality<\/th>\r\n          <\/tr>\r\n        <\/thead>\r\n        <tbody>\r\n          <tr><td class=\"q-col\">Behavior<\/td><td class=\"bad-col\">\"Submit one improvement idea per month.\" (vague)<\/td><\/tr>\r\n          <tr><td class=\"q-col\">Recognition<\/td><td class=\"bad-col\">None \u2014 ideas disappear into a database<\/td><\/tr>\r\n          <tr><td class=\"q-col\">Rewards<\/td><td class=\"bad-col\">No link between innovation and advancement<\/td><\/tr>\r\n          <tr><td class=\"q-col\">Consequences<\/td><td class=\"bad-col\">Time spent on ideas takes from \"real work\"; no consequence for not submitting<\/td><\/tr>\r\n          <tr><td class=\"q-col\">Measurement<\/td><td class=\"bad-col\">Count is tracked but never discussed<\/td><\/tr>\r\n          <tr><td class=\"q-col\">Resources<\/td><td class=\"bad-col\">No time allocated; no budget for pilots<\/td><\/tr>\r\n          <tr><td class=\"q-col\">Modeling<\/td><td class=\"bad-col\">Leaders don't submit ideas themselves<\/td><\/tr>\r\n        <\/tbody>\r\n      <\/table>\r\n    <\/div>\r\n\r\n    <div class=\"math-box fade-up\">\r\n      Express: <span class=\"pos\">\"We value innovation.\" (1\u00d7)<\/span><br>\r\n      Reinforce: <span class=\"neg\">Risk avoidance rewarded at every turn. (\u22123\u00d7)<\/span><br>\r\n      <div class=\"total\">Net score: 1 \u2212 3 = <span class=\"neg\">\u22122\u00d7 working against innovation.<\/span><\/div>\r\n    <\/div>\r\n\r\n    <div class=\"bridge\">The audit does not require a consultant or a lengthy process. It requires honest answers. Most organizations already know the gaps \u2014 they just haven't named them as reinforcement misalignment yet.<\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: FIX IT -->\r\n<div class=\"ph-section\" id=\"fix-it\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Fix<\/span>\r\n    <h2>5 Actions to <span class=\"accent\">Fix Reinforcement Misalignment<\/span><\/h2>\r\n    <p class=\"section-intro\">These are not communication tactics. They are system changes. Each one addresses the 3\u00d7 reinforcement weight directly.<\/p>\r\n\r\n    <!-- Action 1 -->\r\n    <div class=\"action-step fade-up\">\r\n      <div class=\"action-num\">1<\/div>\r\n      <div class=\"action-body\">\r\n        <h4>Make one behavior fully aligned<\/h4>\r\n        <p>Do not fix everything at once. Pick one critical behavior and align all three elements around it. Here is what that looks like for AI adoption:<\/p>\r\n        <ul>\r\n          <li><strong>Express (1\u00d7):<\/strong> \"Use AI tools daily\" \u2014 stated clearly and specifically<\/li>\r\n          <li><strong>Model (2\u00d7):<\/strong> Leaders use AI in meetings and share weekly what they used<\/li>\r\n          <li><strong>Reinforce (3\u00d7):<\/strong> Track usage, recognize adopters, include it in reviews, promote users<\/li>\r\n        <\/ul>\r\n        <p>When all three point in the same direction, the combined weight is +6\u00d7. Behavior follows.<\/p>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <!-- Action 2 -->\r\n    <div class=\"action-step fade-up\">\r\n      <div class=\"action-num\">2<\/div>\r\n      <div class=\"action-body\">\r\n        <h4>Stop rewarding the old behavior \u2014 even when results are good<\/h4>\r\n        <p>Every time you reward the old behavior, you send a 3\u00d7 signal that it's still acceptable. 3 things to stop immediately:<\/p>\r\n        <ul>\r\n          <li>Stop promoting people who don't demonstrate the desired behaviors \u2014 even if their numbers are strong<\/li>\r\n          <li>Stop recognizing results achieved through old methods as if the method doesn't matter<\/li>\r\n          <li>Stop allowing leaders to delegate the 6 non-delegable tasks \u2014 these are behaviors only leaders can model<\/li>\r\n        <\/ul>\r\n        <p>In most organizations, this shift takes fewer than 30 days to become visible. People watch what actually changes. When 1 promotion goes to someone who demonstrated the new behavior, the signal reaches 10 times more people than any announcement.<\/p>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <!-- Action 3 -->\r\n    <div class=\"action-step fade-up\">\r\n      <div class=\"action-num\">3<\/div>\r\n      <div class=\"action-body\">\r\n        <h4>Change what you measure \u2014 measurement is reinforcement<\/h4>\r\n        <p>What gets tracked, reported, and discussed is what people believe matters. 4 requirements for measurement that actually changes behavior:<\/p>\r\n        <ul>\r\n          <li><strong>Track specific behaviors<\/strong> \u2014 not vague concepts like \"engagement\" or \"collaboration\"<\/li>\r\n          <li><strong>Report monthly<\/strong> \u2014 not buried in an annual review nobody reads until December<\/li>\r\n          <li><strong>Tie to consequences<\/strong> \u2014 otherwise measurement is just data collection at a cost of hours per week<\/li>\r\n          <li><strong>Make it visible<\/strong> \u2014 people cannot change what they cannot see<\/li>\r\n        <\/ul>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <!-- Action 4 -->\r\n    <div class=\"action-step fade-up\">\r\n      <div class=\"action-num\">4<\/div>\r\n      <div class=\"action-body\">\r\n        <h4>Create leader behavioral contracts<\/h4>\r\n        <p>Use this format: <em>\"I [name] commit to personally demonstrating [behavior] by [doing what], [how often], starting [date].\"<\/em><\/p>\r\n        <p>Example: <em>\"I commit to using AI daily by opening each meeting with what AI helped me prepare.\"<\/em><\/p>\r\n        <p>Make it public. Track it. Hold it accountable. Leaders who sign behavioral contracts are modeling the change \u2014 not just expressing it.<\/p>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <!-- Action 5 -->\r\n    <div class=\"action-step fade-up\">\r\n      <div class=\"action-num\">5<\/div>\r\n      <div class=\"action-body\">\r\n        <h4>Run a quarterly reinforcement review<\/h4>\r\n        <p>Every quarter, answer 3 questions:<\/p>\r\n        <ul>\r\n          <li>What behaviors increased \u2014 and what reinforcement caused that?<\/li>\r\n          <li>What behaviors decreased \u2014 and what reinforcement (or lack of it) caused that?<\/li>\r\n          <li>What are we saying we want but not seeing? Audit the gap and fix it.<\/li>\r\n        <\/ul>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- SECTION: REALITY CHECK -->\r\n<div class=\"ph-section\" id=\"reality-check\">\r\n  <div class=\"ph-container\">\r\n    <span class=\"section-label\">The Honest Test<\/span>\r\n    <h2>The <span class=\"accent\">Reinforcement Reality Check<\/span><\/h2>\r\n    <p class=\"section-intro\">Answer these 5 questions about your organization right now. The gap between your answers and your stated values is your reinforcement misalignment \u2014 and it has a cost.<\/p>\r\n\r\n    <div class=\"fade-up\">\r\n      <table class=\"comparison-table\">\r\n        <thead>\r\n          <tr>\r\n            <th style=\"width:55%\">Question<\/th>\r\n            <th style=\"width:45%\">What the answer reveals<\/th>\r\n          <\/tr>\r\n        <\/thead>\r\n        <tbody>\r\n          <tr>\r\n            <td class=\"feature-name\">What behaviors got someone promoted in the last 12 months?<\/td>\r\n            <td>This is your real reinforcement \u2014 not your stated values<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"feature-name\">What behaviors got publicly recognized?<\/td>\r\n            <td>Public recognition signals to everyone what matters<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"feature-name\">What behaviors got additional resources?<\/td>\r\n            <td>Budget allocation is one of the strongest reinforcement signals<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"feature-name\">What behaviors went completely unnoticed?<\/td>\r\n            <td>Ignoring a behavior is a reinforcement choice \u2014 it communicates irrelevance<\/td>\r\n          <\/tr>\r\n          <tr>\r\n            <td class=\"feature-name\">What behaviors faced negative consequences?<\/td>\r\n            <td>Consequences (or their absence) define the real rules<\/td>\r\n          <\/tr>\r\n        <\/tbody>\r\n      <\/table>\r\n    <\/div>\r\n\r\n    <div class=\"callout-box fade-up\">\r\n      <p><strong>The gap between your answers and your stated values is your reinforcement misalignment.<\/strong> Reinforcement is 3\u00d7 stronger than anything else you can do. If you do not change what gets reinforced, you will not get the change you are trying to create.<\/p>\r\n    <\/div>\r\n\r\n    <!-- IMA's AIM Core Teaching -->\r\n    <h3>IMA's AIM: The Source of the EMR Framework<\/h3>\r\n    <p>The Express-Model-Reinforce framework is central to <a href=\"https:\/\/imaworldwide.com\/aim-change-management-methodology\/\">IMA's AIM (Accelerating Implementation Methodology)<\/a>, created by Don Harrison. The 1\u00d7 : 2\u00d7 : 3\u00d7 weighting comes from 40+ years of field research tracking why organizations succeed or stall during implementation.<\/p>\r\n    <p>That research is consistent across more than 1,000 implementations: projects with actively involved leaders succeed at a <strong>76% rate<\/strong>. Projects with leaders who only express succeed at <strong>46%<\/strong>. The 30-point gap is the measurable cost of expression without reinforcement.<\/p>\r\n\r\n    <!-- Conclusion bridge to Part 4 -->\r\n    <div class=\"callout-box fade-up\">\r\n      <p><strong>The math is unforgiving.<\/strong> Leaders say 1 thing. They do another. Systems reward a 3rd. The result is always the same: slow adoption, high resistance, and change that stalls at launch.<br><br>\r\n      Fixing reinforcement misalignment requires leaders to personally do 6 specific things \u2014 not delegate them, not announce them \u2014 but do them. That is exactly what Part 4 covers: the 6 non-delegable leadership tasks that no change agent can perform on a leader's behalf.<\/p>\r\n    <\/div>\r\n\r\n      <\/div>\r\n<\/div>\r\n\r\n<\/article>\r\n\r\n<!-- CTA SECTION -->\r\n<section class=\"cta-section\" id=\"contact\">\r\n  <h2>Ready to Align What You Say, Do, and Reinforce?<\/h2>\r\n  <p>Peacock Hill Consulting applies IMA's AIM to help leaders close the gap between expressed values and reinforced behavior \u2014 so adoption actually sticks.<\/p>\r\n  <div class=\"cta-buttons\">\r\n    <a href=\"https:\/\/www.imaworldwide.com\/contact-us\/\" class=\"cta-btn primary\">Talk to us about reinforcement alignment<\/a>\r\n    <a href=\"https:\/\/www.imaworldwide.com\/aim-toolkit-and-assessments\/\" class=\"cta-btn secondary\">See the AIM assessment tools<\/a>\r\n  <\/div>\r\n<\/section>\r\n\r\n\r\n\r\n<!-- ==================== JAVASCRIPT ==================== -->\r\n<script>\r\n(function() {\r\n  \/\/ Reading progress bar\r\n  var bar = document.getElementById('readingProgress');\r\n  if (bar) {\r\n    window.addEventListener('scroll', function() {\r\n      var doc = document.documentElement;\r\n      var scrolled = doc.scrollTop || document.body.scrollTop;\r\n      var total = doc.scrollHeight - doc.clientHeight;\r\n      bar.style.width = (total > 0 ? (scrolled \/ total * 100) : 0) + '%';\r\n    }, { passive: true });\r\n  }\r\n\r\n  \/\/ Sticky TOC \u2014 show after tldr banner scrolls past\r\n  var toc = document.getElementById('tocSidebar');\r\n  if (toc) {\r\n    var banner = document.querySelector('.tldr-banner');\r\n    if (banner && 'IntersectionObserver' in window) {\r\n      var bannerIO = new IntersectionObserver(function(entries) {\r\n        entries.forEach(function(e) { toc.classList.toggle('hidden', e.isIntersecting); });\r\n      }, { threshold: 0 });\r\n      bannerIO.observe(banner);\r\n    }\r\n\r\n    \/\/ Scrollspy\r\n    var sections = document.querySelectorAll('[id]');\r\n    var tocLinks = toc.querySelectorAll('a[href^=\"#\"]');\r\n    window.addEventListener('scroll', function() {\r\n      var current = '';\r\n      sections.forEach(function(sec) {\r\n        if (window.scrollY >= sec.offsetTop - 160) current = sec.id;\r\n      });\r\n      tocLinks.forEach(function(a) {\r\n        a.classList.toggle('active', a.getAttribute('href') === '#' + current);\r\n      });\r\n    }, { passive: true });\r\n  }\r\n\r\n  \/\/ Fade-up on scroll\r\n  var faders = document.querySelectorAll('.fade-up');\r\n  if ('IntersectionObserver' in window) {\r\n    var fadeIO = new IntersectionObserver(function(entries) {\r\n      entries.forEach(function(e) {\r\n        if (e.isIntersecting) { e.target.classList.add('visible'); fadeIO.unobserve(e.target); }\r\n      });\r\n    }, { threshold: 0.1 });\r\n    faders.forEach(function(el) { fadeIO.observe(el); });\r\n  } else {\r\n    faders.forEach(function(el) { el.classList.add('visible'); });\r\n  }\r\n})();\r\n<\/script>\r\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-a7b7b15 e-flex e-con-boxed e-con e-parent\" data-id=\"a7b7b15\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-ec81bbd elementor-widget elementor-widget-image\" data-id=\"ec81bbd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"800\" src=\"https:\/\/imaworldwide.com\/wp-content\/uploads\/2025\/11\/A7TO8Y46LW9ZH8IEClo1n.png\" class=\"attachment-large size-large wp-image-4627\" alt=\"Stakeholder mapping and organizational role visualization\" srcset=\"https:\/\/imaworldwide.com\/wp-content\/uploads\/2025\/11\/A7TO8Y46LW9ZH8IEClo1n.png 1024w, https:\/\/imaworldwide.com\/wp-content\/uploads\/2025\/11\/A7TO8Y46LW9ZH8IEClo1n-300x300.png 300w, https:\/\/imaworldwide.com\/wp-content\/uploads\/2025\/11\/A7TO8Y46LW9ZH8IEClo1n-150x150.png 150w, https:\/\/imaworldwide.com\/wp-content\/uploads\/2025\/11\/A7TO8Y46LW9ZH8IEClo1n-768x768.png 768w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>What if the difference between thriving in change and being paralyzed by it came down to one word? Shonda Rhimes discovered this when her sister\u2019s simple observation\u2014\u201dYou never say yes to anything\u201d\u2014sparked a personal transformation. But here\u2019s what most organizations miss: saying \u201cyes\u201d isn\u2019t just about mindset. Research shows that 75% of organizational changes fail not because people lack positive attitudes, but because \u201cyes\u201d never gets translated into specific behaviors. Explore how to bridge the gap between inspiration and actual change, and learn the critical steps leaders must take to foster a culture of \u201cyes\u201d that drives real results.<\/p>\n","protected":false},"author":1,"featured_media":4631,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_yoast_wpseo_title":"Express-Model-Reinforce Misalignment Explained | Peacock Hill","_yoast_wpseo_metadesc":"Explore Express-Model-Reinforce Misalignment and how it affects organizational success and sustainable change.","_metasync_otto_title":"Express-Model-Reinforce: Why Change Efforts Fail | IMA Worldwide","_metasync_otto_description":"Why do organizations fail at change? Explore Express-Model-Reinforce misalignment and achieve successful implementation. Learn how.","_metasync_otto_keywords":"organizational change, change management, Express-Model-Reinforce, culture of yes, overcoming resistance, change implementation, organizational alignment","_metasync_otto_og_title":"Misalignment in Change - IMA Worldwide","_metasync_otto_og_description":"Unlock successful transformation with the Express-Model-Reinforce framework, enabling alignment and effective change implementation. IMA Worldwide","_metasync_otto_twitter_title":"Beat EMR Misalignment! IMA Worldwide","_metasync_otto_twitter_description":"Boost organizational alignment with IMA's Express Model. Learn from real cases. IMA Worldwide. #OrganizationalChange","rank_math_title":"","rank_math_description":"","_aioseo_title":"","_aioseo_description":"","_metasync_seo_title":"","_metasync_seo_desc":"","_metasync_breadcrumb_title":"","_metasync_primary_category":0,"_metasync_primary_product_cat":0,"_metasync_otto_disabled":"","_metasync_hreflang":"","footnotes":""},"categories":[1],"tags":[],"content_type":[100],"insight_topic":[78],"insight_industry":[98],"class_list":["post-4644","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management-insights","content_type-series","insight_topic-leadership-sponsorship","insight_industry-cross-industry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Express-Model-Reinforce Misalignment Explained | Peacock Hill<\/title>\n<meta name=\"description\" content=\"Explore Express-Model-Reinforce Misalignment and how it affects organizational success and sustainable change.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/imaworldwide.com\/part-3-why-organizations-fail-at-yes-express-model-reinforce-misalignment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Organizational Change Reinforcement: Key Strategies\" \/>\n<meta property=\"og:description\" content=\"Explore organizational change reinforcement and learn how alignment in Express, Model, and Reinforce drives successful change.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/imaworldwide.com\/part-3-why-organizations-fail-at-yes-express-model-reinforce-misalignment\/\" \/>\n<meta property=\"og:site_name\" content=\"IMA Worldwide\" \/>\n<meta property=\"og:image\" content=\"https:\/\/imaworldwide.com\/wp-content\/uploads\/2025\/11\/6FCy5eiiWHAti6LD8Mx6.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"1024\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Ann Marvin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"Part 3: Why Organizations Fail at &quot;Yes&quot; 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