Your town hall moved information. Belief moves on synchrony.
The town hall went fine. The slides were clear, the questions polite... and belief didn’t move an inch. On the neuroscience of why change travels brain to brain, in conversation.
Behaviours pay. Culture pays. Only one is your constraint right now.
The evidence says culture and behaviours both show up in the share price. The harder question for your change programme is which one gets the next dollar.
Every board has a financial strategy. Ask to see the cultural one.
Your CFO can produce the financial strategy on request… ask for the cultural equivalent and the room goes quiet. On the half of transformation that rarely gets written down.
Change support halved in six years. Adaptability didn’t.
Employee support for change halved in six years. Before you blame your people, it’s worth asking what they actually stopped believing in.
Most of your change program will be forgotten. Two moments won’t.
Ninety per cent of a change programme gets forgotten. Two moments don’t. The Peak End Rule decides which version of your transformation your people actually carry.
Your change framework was probably built on American college students
96% of psychology research came from 12% of humanity, mostly American college students. Then your change framework borrowed it. A three-question stress test before you commit to the next methodology.