Could it be that the biggest barrier to change isn't resistance from others, but three voices in your own head? And what if taking action too quickly is actually making everything worse?
Otto Scharmer, creator of Theory U and MIT lecturer, reveals why most transformation efforts fail at the deepest level. The problem isn't strategy or resources—it's that we're fighting internal enemies we don't even recognize.
Scharmer identifies three forces that sabotage every change leader: the voice of judgment (killing creativity), the voice of cynicism (creating emotional disconnect), and the voice of fear (keeping us trapped in old patterns). Recognizing these voices is literally fifty percent of the battle.
But here's the real kicker: he argues that our obsession with action is backfiring. When we jump from challenge to immediate response, we're just reacting—and reactive responses are the number one problem in organizations today.
The alternative? Learning to "let go and let come"—creating space for genuinely new solutions to emerge rather than recycling the same old approaches.
This isn't fluffy theory. Scharmer shares practical exercises (including one "brutal" MIT practice) and explains why the interior condition of the change leader determines whether interventions actually work.
If you're tired of change initiatives that create more problems than they solve, this conversation will shift how you think about transformation forever.
Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change, transformation, and growth.
***
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The Change Signal newsletter. Short, practical, weekly
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26:00
Trust: Your Change Leader Superpower? Rachel Botsman
Learn why trust is contextual, resistance signals engagement, and successfully navigating change requires embracing uncertainty.
In this episode of Change Signal, I dive deep with Rachel Botsman, the world's expert on trust and Oxford University fellow, to explore how trust enables change — and how change can damage trust.
Rachel challenges us to identify our organization's "trust states" and segment our communication accordingly, just as marketers would.
What if those resistant employees aren't difficult, but deeply invested? What if your real trust influencers aren't who you expect?
I love Rachel's definition of trust as "a confident relationship with the unknown."
It elegantly captures the tension at change's heart and invites us to develop what Keats called "negative capability" — holding space for ambiguity instead of rushing toward false certainty.
For change leaders obsessed with acceleration and momentum, Rachel offers a provocative counterpoint: perhaps fragility, care, and patience need to become part of your change vocabulary.
Because as she memorably puts it, "Move fast and break things. Worst mantra ever. Don't break people."
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
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28:51
Solo with MBS: Are you a Change drama queen?
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
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25:36
You Have to Work with the Resistance: Adam Kahane
Collaborating across differences, embracing unpredictability, and balancing power with love: these are the keys to transforming your organization's most challenging dilemmas.
Adam Kahane teaches us that meaningful change often demands working with people we don't agree with, like, or trust. He calls it "radical collaboration."
Think you need alignment before taking action? Think again.
Kahane's most counterintuitive insight is that you need far less agreement than you think to collaborate effectively. Simply connecting as fellow humans provides enough foundation to move forward together.
For change leaders navigating complex transformation, Kahane offers a powerful framework: integrate power (self-realization), love (unity), and justice (fair relationships).
Without this balance, power becomes "reckless and abusive," while love remains "sentimental and anemic."
Kahane's wisdom from transforming social systems — from organizations to entire countries — will challenge your assumptions about collaboration and control.
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
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25:51
Can Feelings Fast-Track Your Transformation? Cassandra Worthy
Emotion in business, slowing down to speed up, and regular check-ins that boost engagement—these are the game-changers for leading transformation.
In this short but powerful episode, Cassandra Worthy challenges the outdated notion that feelings have no place in organizational change.
Why do we still pretend emotions don't exist in the workplace? It's absurd—and counterproductive.
Cassandra argues that when we leave emotion at the door, we leave humanity behind too. Her research proves that engagement skyrockets when people can express their true feelings about change.
I love her counterintuitive approach: deliberately slow down at first so you can ultimately accelerate progress. Give your team space to process and contribute before charging ahead.
For experienced change leaders, this episode offers refreshing wisdom that cuts against conventional practice. Those regular emotional check-ins aren't just nice-to-haves—they're strategic tools for maintaining momentum through transformation.
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.
If you’re leading change in organizations, this will be your favourite podcast.
Change is harder than ever. Transformation is more complex, unpredictable and overwhelming than it’s ever been. Change Signal cuts through the noise to find the good stuff that works.
Michael Bungay Stanier, author of The Coaching Habit and organizational transformation student for thirty years, talks to the best thinkers, senior leaders, and experienced practitioners in the world of change, to find what works, what doesn’t, and what to try instead. With Change Signal as your guide, you’ll be more efficient and less overwhelmed, and your change projects will more likely succeed.
Change Signal: Where we cut through the blather, the BS, and the noise to find the good stuff that works.
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