Sometimes we over complicate change and put the focus on following our favourite model, tool, framework or method. In this interview with Richard Atherton, I suggest 3 simple things that can help you move your transformation forward.
Last week at DareFest 2015, I sat down with Richard Atherton to talk about how today's change agents can simplify their approach to change.
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Prosci adapted ADKAR to work inside agile. Lean Change Management was built from agile principles. Here's why that distinction matters for change practitioners.
Prosci’s “Lean Change + ADKAR” article ranks well but conflates process Lean with Lean Change. This post sets the record straight: Lean Change is a feedback-driven, co-created way to evolve systems through small, testable experiments—not a linear adoption model. We show where their mapping misleads, when ADKAR can be a useful diagnostic (not the backbone), and how to run real experiments that beat change theatre.
Flattening your org chart? A 20-year study of 5,500 finance firms shows that shedding a management layer leaves you with a workforce that’s more conscientious, agreeable, and open—because autonomy-averse staff exit. Pilot-led, C-suite-backed shifts keep top talent; big-bang rollouts leak it. Remember: structure shapes retention.
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