10 years ago you'd be laughed out of the building if you used words like love and vulnerability in the boardroom. Today, there seems to be a trend towards stripping away the noise as leaders understand that meaningful change isn't going to happen through the $4 million worth of buzzword-filled documents that big consulting firms like to deliver. From the ineffectiveness of the carrot and stick method, to the effect that societal change has on our organizations, Paul Gibbons, who helped launch the first podcast, is back to restart the podcast along with a Modern Change video channel.
LCM Podcast 9 - Society's Effect on Organizational Change
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Three related dispatchesAgile Change Management: An Adaptable Approach to Managing Change
Prosci adapted ADKAR to work inside agile. Lean Change Management was built from agile principles. Here's why that distinction matters for change practitioners.
Lean Change Management vs Prosci ADKAR – Modern Change Management Explained.
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.
How Lean Change Can Help You "De-Layer" Your Organization
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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