Change Management
Kotter, Lewin, ADKAR, resistance, and leading transitions — the operator's guide to changing how an organization works without breaking it.
For: Leaders, HR, founders, transformation owners
Kotter's 8-Step Change Model — The Sequence Matters
John Kotter found that most change efforts fail because steps are skipped. Here's the sequence, where most leaders break it, and the diagnostic to find which…
Lewin's Change Model — Unfreeze, Change, Refreeze
The simplest and oldest change model — and the one most useful for thinking about behavior change at the human level.
ADKAR — The Change Model for Individual Behavior
Kotter and Lewin work at the org level. ADKAR is the model for the human level — what each person needs to actually change, and which letter is your current…
Resistance to Change — The Information Hidden in Pushback
Most leaders treat resistance as the problem. It's actually the most valuable data you have. Here's how to read it — and the 5 drivers that need 5 different…
Leading Transitions — Bridges, Endings, and the Neutral Zone
William Bridges drew the distinction every leader should know: change is external; transition is the internal psychological work.
Lewin vs Kotter: Which Change Model Should You Actually Use?
A head-to-head comparison of Lewin's 3-stage model and Kotter's 8-step process — origins, mechanics, when each wins, and how modern practitioners combine them.
Broken HR advice #10: 'Be the change you want to see'
Misattributed, individually impossible, and a quiet way to deflect institutional accountability. Why this LinkedIn evergreen needs to retire.
M&A people integration — the playbook for the period when 70% of deals lose their value
Most M&A value destruction happens not in the deal but in the 18 months after close — and most of it is people-driven.
The RIF Communications Playbook: What to Say in the Worst Week
A reduction in force is the most consequential communication any leadership team will run. Every word is remembered.
Re-org Sequencing: The 90-Day Method That Avoids the Predictable Damage
Most re-orgs are announced before they are designed and designed before they are sequenced. The 90-day method front-loads the design, sequences the…
Announcing Change: The Cascade Method (and Why All-Hands Is Last)
Most companies announce change at all-hands first and brief managers afterwards. The result is managers caught flat-footed by their own teams.