What if transformation started with a company-wide vote, moved at the speed of experimentation, and put connection before process?
Meet Pim de Morree, co-founder of Corporate Rebels and a leader who’s transformed over 100 organizations into self-managing powerhouses. His radical approach? No acquisition happens unless 80% of employees vote yes after a two-day deep dive into what’s coming.
Here’s what’s fascinating: the structural changes - ditching hierarchy, rewriting policies - that’s actually the easy part. The real work happens in what Pim calls “group therapy,” where teams tackle the human side of transformation.
But don’t let that scare you. These aren’t fluffy feel-good sessions. When people genuinely co-create change rather than having it done to them, the results are striking: increased revenue, higher productivity, and deeper engagement.
The big insight? Most change models are 40-50 years old. Maybe it’s time to throw out 99% of them and focus on one thing: building change around people, not process.
Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change management.
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