The Sensemaking Lag in Organizational Change

 Organizational changes—restructurings, strategy shifts, leadership transitions—create a sensemaking gap. The formal announcement explains what is changing, but the implications for individual professionals take time to become clear. This sensemaking lag produces anxiety and speculation that can persist for months after the official communication.


The professional who recognizes this lag manages it proactively rather than passively enduring it. They seek clarification about implications for their role. They identify the decisions that the change requires of them. They distinguish between what is known, what is knowable but not yet known, and what is genuinely uncertain. This active sensemaking reduces the period of unproductive uncertainty.


Supporting others through the sensemaking lag is also a contribution. The professional who helps colleagues interpret what change means for them provides value that formal communications often do not. For those focused on career growth in uncertain economies, sensemaking capability is particularly valuable during periods of organizational flux. Our sensemaking framework provides structured approaches to navigating change.

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