Change Signal

Rachel Botsman, a leading expert on trust and an Oxford University fellow, dives into the critical intertwining of trust and change. She reveals that resistance isn't a problem but a sign of engagement and debunks the myth that trust influencers only come from expected sources. Botsman emphasizes the necessity of patience in change leadership, advocating for a culture that values fragility and care over quick fixes. With her intriguing notion of trust as a 'confident relationship with the unknown,' she challenges leaders to embrace ambiguity and prioritize humanity in their strategies.

Discover how a simple three-role model can reveal dysfunctional patterns, what your least-played role says about your biggest triggers, and which powerful questions can transform strained relationships during change. In this LinkedIn Live, I dive into the Karpman Drama Triangle—a model I've used for 30+ years as both a self-management and change management tool. We all play Victim, Persecutor, and Rescuer roles, especially when stress levels rise during transformation initiatives. The question isn't if you'll fall into these patterns, but how quickly you can notice and exit them. Here’s a killer insight: The Rescuer might seem heroic, but this role creates victims and disempowers those around you. (Sound familiar?) Listen to the full interview to find the three questions that can pull you out of the Drama Triangle. Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change, transformation, and growth. *** WHEN YOU’RE READY 🎧 A new episode every week (and sometimes two!) 📰The Change Signal newsletter. Short, practical, weekly *** CONNECT 💼Connect on LinkedIn *** SAY THANKS 💜Leave a review on Apple Podcasts 💚Leave a review on Spotify

In this discussion, Adam Kahane, Director of Reos Partners and author of Collaborating with the Enemy, shares his insights on navigating change through what he calls "radical collaboration." He emphasizes the importance of embracing unpredictability and working with those we may not agree with. Kahane challenges the notion of needing alignment before taking action, advocating instead for human connection as a foundation for collaboration. He introduces a framework balancing power, love, and justice, essential for meaningful transformation in organizations and society.

Exploring the vital role of emotions in business, Cassandra Worthy argues that embracing feelings can revolutionize organizational change. By allowing team members to express their true emotions, engagement and productivity soar. She advocates for slowing down to process feelings, enabling teams to contribute meaningfully before moving forward. Regular emotional check-ins emerge as strategic tools, challenging traditional notions that dismiss the importance of emotions at work.

Join David Lancefield, a seasoned consultant who has transformed strategies for organizations in over 30 countries. He reframes 'change' as 'creation' to inspire forward momentum and clarity in decision-making. David emphasizes the importance of linking projects to organizational success while empowering leaders to identify their top three decisions. He advocates for a proactive approach to strategy, encouraging leaders to engage earlier and drive meaningful impacts. With practical insights, he tackles the emotional barriers that often hinder transformation.

Tension drives innovation, productive conflict is essential for change, and effective listening helps you understand what truly matters to people. Dr. Liane Davey reveals how to use conflict as a catalyst for positive change in organizations where most teams have too little productive tension, not too much. As a change leader, it turns out that your job isn't to avoid conflict but to create the right kind of "yoga uncomfortable" stretch that makes everyone stronger. Davey's tent metaphor brilliantly illustrates how teams should balance multiple tensions to achieve optimal solutions where "everyone sleeps dry tonight." I particularly love her advice on giving people an obligation to disagree rather than permission, transforming resistance into purposeful contribution. She shows us how to ask "open drawbridge questions" that help us understand the treasure people are protecting when they breathe fire. This conversation will fundamentally change how you approach resistance in your next change initiative. The skills Davey shares will help you create the forums where good fights happen and better solutions emerge. Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change management. 🎧 New episodes every two weeks. Subscribe to our weekly newsletter at thechangesignal.com.

John Zeratsky, a former design leader at YouTube and Google, revolutionizes change management with his rapid prototyping strategy. He emphasizes that every change is just a hypothesis until tested, urging teams to move quickly from idea to prototype. This approach not only clarifies objectives but also energizes teams and captivates stakeholders. Zeratsky also discusses the importance of differentiation in initiatives, ensuring that changes are truly transformative rather than just incremental. His insights offer fresh methods for navigating workplace change and overcoming resistance.

In this episode: Navigating uncertainty versus ambiguity, treating strategy as a living conversation, and looking beyond the obvious for weak signals.Dr. Jason Fox challenges conventional notions of change management by urging us to develop sensibilities rather than just skills. He argues that traditional scenario planning creates an illusion of control that fails when contexts shift radically.We’re both deeply skeptical of outsourcing strategy to consultants with impressive PowerPoint decks. Rather, Jason suggests cultivating in-house intelligence and attunement to what's emerging. "Strategy emerges from relationality," he explains, emphasizing the importance of collective sense-making.Perhaps most provocatively, he warns against fixating on the bright, shiny trends everyone's talking about. "When you fixate upon something that's shining bright, it means that it's harder to see what exists in the penumbra," Fox notes — encouraging leaders to develop curiosity, empathy, and attunement to weak signals.Whether you're leading transformation or just trying to stay ahead of disruption, Dr Jason Fox's perspectives offer a refreshing alternative to business-as-usual approaches.Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change management. 🎧 New episodes every two weeks. Subscribe to our weekly newsletter at thechangesignal.com.

Find leverage points that yield disproportionate returns, study bright spots instead of just solving problems, and tap into existing motivation rather than forcing buy-in.Dan Heath is one of the smartest writers I know about change and transformation, and his new book "Reset: How to Change What's Not Working" explores systems-level change that complements the behavior change approach from his earlier book "Switch."Dan shares brilliant insights about how teams miss change opportunities by accepting the status quo and believing change isn't possible. He explains why studying your bright spots — the areas already working well — can provide powerful leverage points and practical solutions without triggering resistance.I love Dan's distinction between the over-developed "problem-solving muscle" and the neglected "success-spotting muscle" that leaders need to strengthen. His most provocative idea? The straight-line path to change that makes analytical sense is often doomed if you ignore what actually motivates people.The conversation offers practical frameworks for leaders facing tough trade-offs and needing to make courageous choices about what to prioritize and what to let go.Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change management.🎧 New episodes every two weeks. Subscribe to our weekly newsletter at thechangesignal.com.

Emotions at work, agency in change, and turning bitter into better: these are the deep insights for what it takes to maintain enthusiasm for successful transformation. In my conversation with Cassandra Worthy, she shares how painful corporate acquisitions led to her developing the "Change Enthusiasm" mindset and framework she now champions.She challenges the consulting doomsayers who claim 70-95% of change initiatives fail. Instead, Cassandra offers a refreshing perspective: change happens for you, not to you.Her powerful insight? "Our potential as human beings is determined by what happens at the intersection of change and emotion." Signal emotions aren't to be suppressed but embraced as guides.Leaders must create courageous containers where people feel safe expressing authentic feelings. By building momentum with enthusiasts and skeptics, you'll eventually win over the cynics, too.This isn't just theory — it's a well-tested approach from someone who's navigated corporate upheaval from the trenches to the executive suite.Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change management. 🎧 New episodes every two weeks. Subscribe to our weekly newsletter at thechangesignal.com.