Change Leadership Lab media kit
Ready-to-use copy for sharing the Lab. Edit freely; keep the research claims as written, because each is tied to a specific cited source.
Website announcement
New: the H.U.M.A.N. Change Leadership Lab Practice leading change when your team is already stretched. The Change Leadership Lab is a free, private practice space with three fictional scenarios: a new priority with no added capacity, a team that has heard it all before, and a new tool that is ready before its people are. You make the decisions across six simulated weeks, see the consequences, and debrief against the H.U.M.A.N. framework. It runs in your browser with no account. Your work stays on your device. Try it: https://humanadvantageinsights.com/change-leadership-lab
LinkedIn post
Most change efforts do not fail on the idea. They fail on capacity, trust and readiness. In recent surveys, 85% of leaders called adaptability critical, while 7% said they lead well in helping their workforce grow and adapt (Deloitte, 2026). 75% of C-suite leaders said change is outpacing their organization's training capacity (Accenture, 2025). And 79% of employees reported low trust in change (Gartner, 2025). I built something to practice the decisions those numbers point at. The H.U.M.A.N. Change Leadership Lab is free and private. Three fictional scenarios, six simulated weeks each, real trade-offs, and a structured debrief. No account, nothing stored. I would value your honest feedback: https://humanadvantageinsights.com/change-leadership-lab
Instagram caption
New priority. No added capacity. Sound familiar? I built a free practice lab for the decisions that make or break a change effort: what moves, what you promise, and how you know people are ready. Three fictional scenarios. Six simulated weeks. Your work stays on your device. Link in bio: humanadvantageinsights.com/change-leadership-lab
Facebook post
If you lead a team through change, you have probably faced one of these: a new initiative lands with no new people, a team that stopped believing announcements, or a new tool that arrived before the training did. I built the H.U.M.A.N. Change Leadership Lab so leaders can practice those moments before they are real. It is free, runs in your browser, and stores nothing. Try it here: https://humanadvantageinsights.com/change-leadership-lab
Speaker blurb
Dr. Patrick D. Fagan, PhD, MBA, is an organizational psychologist and the founder of Human Advantage Insights. He created the H.U.M.A.N. Advantage framework and the Change Leadership Lab, a free practice tool that helps leaders rehearse the capacity, trust and readiness decisions that determine whether change efforts hold. His work focuses on preparing people for the human work of leadership.
Research talking points
Leaders say adaptability is critical but rarely feel they lead it well: in Deloitte's 2026 Global Human Capital Trends, 85% of surveyed leaders called adaptability critical while 7% said they lead well in helping their workforce continuously grow and adapt.
Source: Deloitte, March 2026: https://www.deloitte.com/us/en/about/press-room/deloitte-report-winning-organizations-will-build-the-human-advantage.html
Change is outpacing training capacity: 75% of surveyed C-suite leaders said so in Accenture's September 2025 Pulse of Change. The survey covered large organizations, so applicability to smaller or public organizations is not established.
Source: Accenture, September 2025: https://www.accenture.com/en/insights/pulse-of-change-september-2025
Practice with feedback and structured debriefs improves leadership training outcomes in peer-reviewed meta-analyses (Lacerenza et al., 2017; Tannenbaum & Cerasoli, 2013). That evidence supports the Lab's design; it does not validate the Lab itself.
Source: https://doi.org/10.1037/apl0000241 and https://doi.org/10.1177/0018720812448394
What research-informed means here
Research-informed means the Lab's design is grounded in the cited evidence: practiced decisions, feedback and structured debriefs. It does not mean the Lab is a validated assessment, and it makes no prediction about anyone's leadership.