About SteadMark
Purpose
Paramedicine taught me that change only happens when people feel read, not pushed. Middle managers get handed the rollout and no way to tell how their teams are actually responding, so they guess. Guessing is where change breaks. SteadMark exists to give managers the read they need to lead.
Mission
SteadMark reads the team channels you connect, starting with Slack. It grounds what it finds in established behavioral and change research. Next moves for managers are in early access. The change function gets a team-level read on each initiative it runs. Managers stop guessing how to get adoption. They start leading it.
Vision
In three years, SteadMark will be the default tool middle managers reach for when leading change, the way pulse surveys became the default for engagement. Framework-backed action, grounded in what your people are actually saying, not what a consultant assumed six months ago.
The frameworks behind SteadMark
The frameworks below are the research context a change practitioner will recognize. They are presented here as educational background. SteadMark does not implement or certify in any vendor's methodology.
Prosci® individual change model
Awareness, Desire, Knowledge, Ability, Reinforcement as the five stages of personal adoption.
Kotter's 8-Step Process
Urgency, coalition, vision, communication, empowerment, wins, acceleration, anchoring.
Lewin's Change Model
Unfreeze, Change, Refreeze. The original framework for organizational transition.
Bridges' Transition Model
Ending, Neutral Zone, New Beginning. Focuses on the internal experience of change.
Prosci® 3-Phase Process
Prepare, Manage, Sustain. The operational wrapper around the Prosci individual change model.
PCT® (Prosci Change Triangle®)
Success, Leadership/Sponsorship, Project Management, Change Management. Assesses whether all four aspects of a change initiative are healthy.
McKinsey 7S
Strategy, Structure, Systems, Shared Values, Style, Staff, Skills. Diagnostic for systemic change readiness.
Kubler-Ross Change Curve
Denial, Anger, Bargaining, Depression, Acceptance. Adapted from grief research for workplace transition.
Satir Change Model
Late Status Quo, Resistance, Chaos, Integration, New Status Quo. Used in team-level change.
PDCA (Deming Cycle)
Plan, Do, Check, Act. The iterative engine behind most modern change programs.
Nudge Theory (Thaler and Sunstein)
Small environmental changes that make the desired behavior the path of least resistance.
PCI® (People Centered Implementation, Changefirst®)
Six critical success factors: shared change purpose, effective change leadership, powerful engagement processes, committed local sponsors, strong personal connection, sustained personal performance.
ADKAR®, Prosci®, PCT®, and Prosci Change Triangle® are registered trademarks of Prosci Inc. Changefirst® and PCI® are trademarks of Changefirst Ltd. All other framework names are the property of their respective authors or organizations. SteadMark references these frameworks for educational purposes and is not affiliated with, endorsed by, or certified by any of the above organizations. See our trademark notice for details.
Why do people resist organizational change?
Resistance is not a personality trait. SteadMark reads it through Self-Determination Theory, from the research of Edward Deci and Richard Ryan, which describes three needs that shape motivation at work: competence, autonomy, and relatedness. A change can put pressure on any of them, and each kind of pressure tends to call for a different kind of invitation. SteadMark uses the three needs as a lens for a team conversation, never as a diagnosis of a person.
Competence
The person is worried they cannot do the new thing. It shows up as hedging, quiet withdrawal, or a sudden insistence on the old way of working.
Autonomy
The person feels done-to. The change arrived as a decision made somewhere else, and the pushback is a bid to get some say back.
Relatedness
The person fears losing status or relationships with their peers. What looks like foot-dragging is often protection of a standing that took years to build.
The conversation is still yours to have. SteadMark's next moves are in early access.