Stuck in the middle of every change.
Turn resistors into co-owners of change.
SteadMark™ detects when team members shift from solutioning mode to self-preservation mode and tells managers how to bring them back. Every morning. In plain English.
No signup required
DMs read anonymously. No message content stored. Pattern-level only.
Derek is worried his custom field data won't transfer to the new CRM. He needs specific information about the migration plan for his data.
Say this: "Derek, I know you've put a lot of work into those custom fields. Let me walk you through exactly how each one maps to the new system."
Tom feels excluded from the CRM decision. He understands the change but wasn't included and doesn't see the value for his workflow.
Say this: "Tom, I should have brought you into this earlier. Can we look at what the new system means specifically for your accounts?"
How it works
Three steps, every morning, for every resistor on your team.
SteadMark reads the conversations already flowing through Slack, Teams, and email. No new surveys. No new process. The data is already there.
Detect the resistance.
We identify three kinds of resistance rooted in Self-Determination Theory: people worried they cannot do the new thing (competence), people who feel done-to (autonomy), and people who fear losing status or relationships (relatedness).
Match the need to a role.
Each resistance type points to a specific co-author role. Competence becomes a teacher role. Autonomy becomes design authority over a bounded decision. Relatedness becomes a visible champion role with peers.
Hand you the invitation.
Every morning, SteadMark tells you who to talk to, what to ask them to own, and why it addresses what they need. You make the ask. They build the change with you.
Walk in knowing exactly what's going on.
SteadMark briefs you on each person on your team before the meeting. Here's what it has on Derek Walsh, Sales Ops, CRM migration.
Derek has been raising concerns about the CRM migration's handling of his custom pipeline fields for three weeks. Pattern has shifted from curiosity to quiet disengagement as specific questions went unanswered.
Opening you can use
"Derek, I know you've put a lot of work into those custom fields. Let me walk you through exactly how each one transfers. I want you to see it, not just hear me say it'll be fine."
Knowledge barrier
Derek knows WHY the migration matters. He does not know HOW his 14 custom fields will transfer. Classic knowledge barrier, not opposition.
Ask yourself first
Am I assuming Derek should already understand how the migration works, or is it reasonable that he doesn't?
Built for any change initiative
Every industry has its own shape of resistance.
Walk through a realistic initiative from your sector. No signup, no sales call. Just real patterns, real people, real playbooks.
Technology
The CRM migration is in active rollout with two key individuals showing resistance patterns.
Try this scenarioHealthcare
Two experienced nurses are showing resistance to the new documentation system.
Try this scenarioFinance
The compliance reporting overhaul is creating anxiety in two key team members.
Try this scenarioOperations
A highly experienced floor supervisor is resisting the new maintenance process.
Try this scenarioBroadcasting isn't change communication.
Why your message doesn't arrive the way you sent it
Every change announcement passes through five layers of employee thinking before they reach a conclusion. At each layer it gets shaped by fears, experiences, and priorities you have no visibility of, and the message that arrives is often nothing like the one you intended.
We're restructuring the ops team for efficiency
sent via all-hands email
Understanding
hover to explore
Interpretation
hover to explore
Projection
hover to explore
Risk evaluation
hover to explore
Judgement
hover to explore
They're cutting our team. Time to update my resume.
A strategic efficiency initiative became a threat indicator. Without context on what 'restructuring' means for individuals, employees default to worst-case thinking and quietly disengage.
SteadMark reads real communication channels to detect these disconnects before they become resistance, and gives you the data to close them.
Built on research from the world's leading change management institutions
"The thing they resist is never the thing they say it is."
Measurable impact, real results
Strong change management makes initiatives 2-6x more likely to meet objectives. SteadMark routes each resistor into a co-author role.
more likely to meet objectives with strong change management
Prosci, Best Practices in Change Management, 11th edition (2023)
of change initiatives fall short of objectives without strong change management
Prosci, Best Practices in Change Management, 11th edition (2023)
input channels feeding daily resistance analysis
Slack, email, anonymous feedback, pulse surveys
Change saturation
Know who is overloaded before they disengage
SteadMark tracks each direct report's concurrent initiative load, flagging overload risk before it becomes attrition.
Team rollout load
Why SteadMark
From upstream documents to actionable plans
Import business documents, analyze scenarios with AI, and get a better first draft, whether you're restructuring departments, adding teams, or rolling out new processes.
From blank page to better first draft
Whether you're starting from scratch, using a template, or receiving a top-down mandate, SteadMark helps you build a research-backed change plan in minutes, not weeks.
Import & Analyze Documents
Upload strategy decks, org charts, or internal memos. AI extracts key change drivers and builds a structured rollout automatically.
Scenario Modeling
Compare restructuring options side-by-side. See projected adoption curves, risk factors, and resource requirements before committing.
Template Library
Pre-built templates for mergers, tech rollouts, process changes, and team restructuring, each grounded in proven frameworks.
Built for your role
Change management that every team actually loves
Stop being the last to know your team is struggling
You were handed a rollout alongside your actual job. Your team has questions. You are fielding both sides without enough information to satisfy either. SteadMark gives you a daily brief on who is resisting, what type of resistance it is, and the exact conversation to have.
- Resistance type diagnosis: competence, autonomy, or relatedness, each with a different fix
- Daily conversation guide: who to talk to, what to say, what to avoid
- Adoption movement tracking without adding another reporting layer
Works where you work
SteadMark connects to the tools your team already uses, reading patterns from every channel to give you a complete picture of adoption.
Built by someone who has lived this.
Jim Sullivan built SteadMark after watching change initiatives fail the same way at utilities, in healthcare, and across enterprise rollouts: leadership saw the strategy, frontline teams saw the friction, and no one connected the two until it was too late. The product draws on his time as an undergraduate researcher in Lisa Feldman Barrett's emotion construction lab at Northeastern and the Winkielman Affect & Cognition Lab at UCSD, his PMP-certified infrastructure project management background, and an MBA in progress at the University of Illinois Gies College of Business. The instinct underneath all of it traces back to his early years as a paramedic, where reading a room in the first thirty seconds was the difference between a good outcome and a bad one. SteadMark exists to make those patterns visible while there is still time to act.
Don't be a statistic.
Middle managers shouldn't carry the weight of organizational change alone. SteadMark detects when team members shift from solutioning mode to self-preservation mode and tells managers how to bring them back.
Grounded in 40 years of behavioral research.
Self-Determination Theory, developed by Edward Deci and Richard Ryan starting in 1985, identifies three basic psychological needs that drive human motivation: competence, autonomy, and relatedness. When a change threatens one of these needs, people resist. When a role restores it, they engage. SteadMark is the first change management platform to operationalize this framework at the level of individual team members.
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