I’ve written several articles over the years on change. It’s something every leader faces, often more frequently than we’d like. But even with all the experience in managing change, I came across a fresh, practical perspective recently on At the Table, a podcast hosted by Patrick Lencioni. In this episode, Lencioni introduced a simple framework for leading people through change that really stuck with me. It’s called the Four Ps.
The four Ps stand for:
• Purpose
• Paint the Picture
• Plan, and
•Part
Purpose
Start with the “why.” It sounds obvious, but it’s one of the most common things leaders skip. As leaders, we’ve often been thinking about the change for weeks or even months before it’s rolled out. We’ve processed the rationale, weighed the pros and cons, and made peace with the decision. Because we’ve internalized the reason for the change, we mistakenly assume others are already on the same page. But they’re not. For the team, this might be the first they’re hearing it. They need clarity on why the change is necessary and why it matters now. Explaining the purpose grounds the conversation and builds trust. It gives the team something solid to hold onto, especially if the change creates uncertainty or discomfort.
Paint the Picture
Next, help your team see the destination. Lencioni calls this “painting the picture,” and it’s more powerful than most leaders realize. People don’t rally around vague concepts — they get behind vision. When you vividly describe what things will look like on the other side of the change, you give your team something to strive toward. It could be a more efficient process, a better customer experience, or a healthier team culture. The more clearly you describe it, the more people can imagine themselves in that future – and begin to believe in it. Emotions are tied to images, and when people can visualize success, they’re more likely to engage and invest.
Plan
This is the “how.” It’s the part most leaders are comfortable sharing because it feels tactical and controllable. It’s the roadmap — what we’ll do, in what order, and when. The plan gives structure and reduces ambiguity. But the key here is sequencing: don’t jump to the plan before people understand the purpose and picture. Without those, even the best plan can feel mechanical or disconnected. People need to know the plan is leading somewhere worthwhile — and that there’s a reason behind it.
Part
Finally, people need to know their part. What does this change mean for me? What am I responsible for? How can I contribute? Without this clarity, even the most inspired team will stall. Everyone wants to know how they fit into the bigger picture. When leaders clearly define roles, expectations, and contributions, they empower people to act. It also builds accountability — when people know their role, they’re more likely to show up and follow through.
This four-part framework is straightforward, but it works. When leaders hit all four Ps — Purpose, Picture, Plan, and Part — they reduce fear, build trust, and create momentum. Leave any one out, and the gap gets filled with uncertainty. And in times of change, that’s the last thing your team needs.
Joni S. Naugle is the founder and president of Naugle Associates LLC, Reading, where she works with clients on leadership, strategy and organizational effectiveness. She leads executive peer groups through an alliance with Vistage Worldwide.
Source: Berkshire mont
Be First to Comment