The new resource from McLean & Company outlines a practical Triage, Protect, and Reset model to help HR leaders and their teams identify culture impacts, reinforce cultural strengths, and apply disruption insights to future culture planning.

TORONTO, Oct. 22, 2026 /PRNewswire/ — From leadership changes and strategy shifts to restructuring, hypergrowth, and new technology, disruption has become a constant feature of today’s work environment. While organizations often move quickly to maintain operations, focusing on continuity alone can leave employee experience gaps unaddressed and create longer-term culture impacts. To help HR leaders address these risks early, global HR research and advisory firm McLean & Company has released its new Guide to Stabilizing Culture Amid Disruption, a practical resource for strengthening cultural foundations during internal disruption and supporting resilience, continuity, and performance.

“Disruption is unavoidable. What matters is how deliberately an organization responds and recovers,” says Erin Shepherd, manager, HR Research & Advisory Services at McLean & Company. “Operational continuity matters, but recovery is incomplete when the cultural impacts the disruption creates are left unaddressed. HR can help leaders understand what employees are experiencing, reinforce what needs to remain stable, and carry those lessons into future culture efforts.”

In the recently published resource, McLean & Company explains that internal disruptions, whether direct events like C-suite leadership changes and restructuring or indirect pressures such as hypergrowth, reputational fallout, and legal challenges, put strain on systems, operations, and people. In the firm’s 2026 HR Trends Survey, organizations citing too many simultaneous changes as a top challenge were 24% less likely to rate their culture-building ability highly than those that did not report it as a top challenge, underscoring the importance of treating disruption as both a cultural and operational issue.

The Guide to Stabilizing Culture Amid Disruption uses McLean & Company’s Triage, Protect, and Reset model to help HR leaders organize their response across three clear elements:

1. Element 1: Triage. 
   Determine what is happening now and where culture has been impacted. Separate temporary employee reactions from lasting culture impacts, assess patterns across employee responses, and communicate clearly about what is changing and what will remain steady.
    
2. Element 2: Protect.
   Create cultural stability by reinforcing strengths while disruption unfolds. Identify the cultural drivers most critical to recovery, equip leaders to respond with intention rather than reactivity, and help teams lean on existing strengths and support continuity.
    
3. Element 3: Reset. 
   Reflect on the disruption response to strengthen future culture work. Use after-action review insights to understand what changed, what worked well, and where culture was challenged so the organization is better prepared the next time disruption occurs.

The guide emphasizes that culture stabilization is not a linear process and that organizations do not need to finish Triage before moving into Protection or Reset activities. Effective culture management requires HR and leaders to keep listening, reinforcing what matters most, and applying lessons learned as disruption continues to unfold.

McLean & Company advises HR leaders to look beyond isolated indicators and assess culture impacts in context. Patterns in employee questions, pulse survey comments, manager observations, town hall themes, escalation patterns, and turnover concerns can help HR see whether disruption is creating lasting shifts in trust, engagement, norms, or ways of working.

To access the full resource, please visit McLean & Company’s Guide to Stabilizing Culture Amid Disruption page, or contact Senior Communications Manager Kelsey King at kking@mcleanco.com.

Media seeking McLean & Company commentary on culture stabilization, organizational disruption, change communication, employee listening, or HR’s role in maintaining culture through uncertainty can contact kking@mcleanco.com.

About McLean & Company

McLean & Company is a global HR research and advisory firm and trusted partner to people leaders navigating today’s most pressing workforce challenges. Informed by its work with thousands of HR professionals and executives, the firm provides evidence-based research, diagnostics, practical tools, hands-on support, and services spanning advisory, learning, and coaching. From workforce strategy and leadership to culture, engagement, retention, and AI adoption, McLean & Company helps leaders move from direction to execution and deliver measurable results for their people and organizations.

McLean & Company is a division of Infotech.

Media professionals can register for unrestricted access to research across IT, HR, and software, and hundreds of industry analysts through the firm’s Media Insiders program. To gain access, contact pr@mcleanco.com.

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SOURCE McLean & Company