You’re not imagining things.
That pit-in-your-stomach feeling, the missed deadlines, the third emergency meeting this week—yep, change can feel wildly chaotic from the inside.
But here’s the twist: chaos isn't a sign that you're failing. It's a flashing neon sign that your business is growing—and you need a better system to guide that growth.
At E3 Planning, we hear this question all the time from high-performing CEOs and executive teams:
“Is it normal for things to feel this disorganized when we’re implementing change?”
The short answer? Yes.
The better answer? It doesn’t have to stay that way.
Why Change Feels Like Chaos (Even When It’s Strategic)
Let’s say your team has just committed to a big new initiative—maybe it’s a rebrand, a rollout, or a retreat designed to unify culture across departments. Exciting, right?
Now fast-forward three weeks.
- People are confused about who's responsible for what.
- Deadlines are slipping.
- Momentum has slowed to a crawl.
You're stuck in that awkward middle phase: too far in to back out, not far enough along to feel progress. This is where most big ideas go to die—under a pile of conflicting priorities and foggy execution.
The Real Problem? You’re Managing the Wrong Fire
Most leaders respond to this chaos by jumping in and doing more. More meetings. More task lists. More direct oversight.
But the real issue isn’t a lack of effort—it’s a lack of structure.
You’re experiencing the kind of challenge that feels urgent and messy on the surface, but is actually solvable with the right lens. At E3 Planning, we use the BoldHaus SUP2ER™ model to break it down:
- S – Specific: The problem isn’t “change is hard.” It’s this change feels unclear and heavy.
- U – Urgent: There’s pressure to act fast before morale and trust start to erode.
- P – Painful: You’re wasting money and time. Team energy is being drained.
- P – Persistent: This isn’t your first chaotic change cycle—it’s a pattern.
- E – Expensive: Lost productivity, disengaged employees, and missed opportunities add up.
- R – Ripple Effect: When internal change flops, it impacts clients, culture, and growth.
So, What’s the Solution?
If you’ve ever thought,
“We have the right people. Why isn’t this working?”
…then what you actually need is a Launch Leader—someone who can turn vision into momentum. That’s where we come in.
At E3 Planning, we specialize in stepping into those murky middle phases. Our work sits at the intersection of strategy, experience design, and execution. We partner with CEOs to:
- Clarify the vision behind a big initiative.
- Build a repeatable structure to move it forward.
- Create alignment through immersive experiences that engage, not just inform.
Whether it’s a company-wide rollout, a high-stakes retreat, or a brand activation, we engineer experiences that make change feel intentional—not improvised.
Experience Is the Multiplier™
The truth is, most internal initiatives fail not because the idea is bad—but because the execution is boring, unclear, or too heavy for your internal team to lift alone.
Experience is the multiplier. When people feel connected to why something is changing and are guided through how, they show up differently. They lean in. They stay engaged.
We don’t just create project plans. We choreograph experiences that move people—from disarray to alignment, from confusion to clarity.
TL;DR:
Yes, it’s normal for change to feel chaotic.
No, it’s not a requirement.
The right partner can make your internal change not just manageable—but meaningful. If your big idea feels like it’s stalling in the mess, let’s talk. We’ll help you bring order to the chaos and keep your team aligned, inspired, and moving forward.
Curious if you’ve got a SUP2ER™ problem on your hands?
DM us or book a 30-minute clarity session—let’s figure it out together.
#LeadershipDevelopment #OrganizationalChange #FractionalCMO #ProjectStrategy #EmployeeEngagement #E3Planning #ExperienceIsTheMultiplier #InternalAlignment