5 ways to make an internal event a catalyst for change

Tired of energising internal events that feel great in the room… but lead to little or no change afterwards? You’re not alone.

Many leadership summits, off-site meetings, and internal events are packed with energy, glossy decks, and motivational soundbites—but they often fall short of driving change and delivering real clarity, alignment, or momentum once the room is cleared.

At Rubica, we’ve seen the difference between events that spark lasting transformation and those that don’t. Below, we share 5 common reasons internal events fail to drive change—and what you can do differently to make them count.

Common reasons internal events fail to deliver change

1. The clarity gap

If the desired change isn’t crystal clear from the start, everything else becomes guesswork.

Without clarity:

• You can’t prioritise what matters.
• You can’t design for outcomes.
• You can’t measure impact.

What to do instead:
Get uncomfortably specific. Define the change you want to spark—whether it’s strategic alignment, behavioural change, or new priorities. Then design every element of the event around that goal.

2. Ignoring organisational realities

Events often focus on how things should work (the written rules), not how they really work (the unwritten rules, politics, and day-to-day realities).

The result? People nod politely but think, “That’s nice, but it won’t work here.”

What to do instead:
Surface the contradictions. Use the event to openly discuss and reshape the unwritten rules. That’s how you build credibility and unlock meaningful change.

3. No opportunity to practice

Inspiration is great—but it’s not enough. If participants only listen and discuss, they may leave fired up but unsure of what to do next.

What to do instead:
Build in practice. Let people try things out in the room—whether it’s decision-making, giving feedback, or solving real business challenges. They should leave not just motivated, but confident and clear on their next step.

4. Underestimating the effort required

Change takes effort. Yet many leaders assume people will “just make it work,” overlooking the real energy required to shift habits.

What to do instead:
Make it easy. Strip away friction. Help people know exactly what to do, when to do it, and make it rewarding by recognising progress and celebrating wins.

5. No post event visibility

If no one talks about the event afterwards—did it even matter?

Momentum fades fast without visible follow-up, reinforcement, or accountability.

What to do instead:
Keep the spotlight on. Share wins, track progress, and hold people accountable. The event should be the start of the story, not the whole story.

The bottom line

Leadership summits, off-site meetings, and internal events don’t create change on their own. But when designed and delivered with intention, they become powerful catalysts for transformation.

At Rubica, we don’t run “nice days out.” We design and facilitate events that drive real organisational change—equipping leaders and teams to act differently the very next day, and ensuring momentum lasts long after the room is packed away. Want to get started? Download our free Event Impact Canvas…