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Key Highlights

Change Management Framework: - Traditional change curve comes from grief literature - Change is better viewed as a wave rather than a curve - Focus on building adaptable skillsets that transfer across different changes - Success comes from co-creation rather than top-down implementation
Effective Communication During Change: - Balance between over and under-communication - Use "best case/worst case/reality" framework - Maintain consistent communication cadence - Be transparent about what is known and unknown
Action Steps for Leaders: - Categorize what can be directly controlled vs influenced - Identify what are problems (solvable) vs dilemmas (must be managed) - Create opportunities for team members to co-create solutions - Build transferable change management skills
Common Pitfalls to Avoid: - Over-communicating without sufficient details - Under-communicating and allowing rumor mills to develop - Making unrealistic promises about control over outcomes - Treating change as a one-time event rather than ongoing process

Notable Quotes

"Change is a wave, not a curve - there's always another change coming."
"The change people most adopt is the one they're co-creating."
"If you end up getting bored with a message, it's probably the right amount of times you're repeating it."

Featured Speaker

Diana Hong is an Admired Leadership Coach and Partner at CRA | Admired Leadership. She specializes in helping leaders navigate organizational change and development.

The Type of Change People Most Support