Change is the only constant, especially in the corporate world, with 70% of change initiatives failing due to employee resistance and lack of management support. Beneath the surface of strategic plans, there's a complex human element that often goes unaddressed. In this episode, we explore the hidden challenges of change management, the real reasons transformations fail, and what truly makes change stick. Joining us is Karen Ball, an expert in change management and the ADKAR model, who will share her extensive knowledge on tackling resistance and ensuring successful change initiatives.

Karen Ball is a Senior Fellow at Prosci and a former Executive Vice President of Research, Product, and Marketing. With over 40 years of experience, she is a seasoned change management practitioner and author of The ADKAR Advantage: Your New Lens for Successful Change. Karen is also a Certified Change Management Professional™ (CCMP™), Prosci executive instructor, and advisor.

About her book The ADKAR Advantage https://a.co/d/huYUmdc

Karen's LinkedIn profile https://www.linkedin.com/in/karenball26/

Karen's Publications with Prosci https://www.prosci.com/blog/author/karen-ball

1. What contradictions do you often see in organizations that claim to value innovation but struggle with change?
2. How can leaders effectively manage subtle forms of resistance to change?
3. What strategies can organizations use to combat misinformation during change initiatives?
4. How can leaders create a supportive environment to help employees adopt new behaviors and break old habits?
5. How can organizations address hidden costs like employee stress and burnout during change?
6. What can organizations do to maintain momentum and prevent "change fatigue" after multiple transformations?
7. How can companies sustain change long-term and avoid reverting to old habits when faced with challenges?

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Launching a business isn't about a brilliant idea. It's about executing that idea brilliantly. And that takes a certain mindset, a certain set of human skills... and 𝐢𝐭 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐭𝐡𝐞𝐦 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬. Get your copy at https://www.ivanpalomino.net/book-step-zero-before-the-hustle

In this episode, we dive into the common barriers that prevent joy in the workplace, from toxic cultures and burnout to unrealistic expectations. More importantly, we’ll explore actionable strategies to overcome these obstacles and create a work environment where joy and fulfillment can flourish. Whether you're a leader or an employee, you’ll find valuable insights to help remove the barriers to joy and enhance well-being in your own work life.

Sammy is the founder of Backpack and founding consultant of Farleigh Performance, two consultancies that specialize in cultural and strategic development. As a systems coach and consultant, Sammy works with organizations, teams, and leaders to foster positive work cultures that support joy, growth, and success.

1. What are the most common misconceptions about workplace joy, and how can these be addressed?
2. How do you define "joy" in the context of work—happiness, fulfillment, or something else?
3. What are the biggest barriers to joy in the workplace that you've observed or encountered?
4. How can organizations create a more joyful and supportive work environment for their employees?
5. What practical strategies can individuals use to boost their own joy and satisfaction at work?
6. What role do leaders play in fostering a culture of joy and well-being within their teams?
7. Can you share examples of companies that have successfully prioritized workplace joy and the strategies they’ve implemented?
8. What trends or emerging technologies do you think will shape the future of workplace joy and employee well-being?

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Launching a business isn't about a brilliant idea. It's about executing that idea brilliantly. And that takes a certain mindset, a certain set of human skills... and 𝐢𝐭 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐭𝐡𝐞𝐦 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬. Get your copy at https://a.co/d/7Ir3zEx

The traditional methods of fostering employee loyalty—like offering perks such as free snacks and game rooms—are no longer enough to meet the needs of today's workforce. Modern employees seek deeper connections, a sense of purpose, and opportunities for personal and professional growth. Leaders must now adopt unconventional strategies to build lasting loyalty. Drawing inspiration from iconic brands like Harley-Davidson, known for its deeply loyal community of Harley Owners Group (HOG) members, offers valuable insights into creating long-term employee engagement and advocacy.

Ken Schmidt, former Director of Communications at Harley-Davidson, is the author of Make Some Noise: The Unconventional Road to Dominance. His book draws on the metaphor of a motorcycle ride to explore how brands can cultivate customer loyalty, using a three-question approach: What do your customers say about you? What do you want them to say? How can you get them to say it?

More about Ken Schmidt on https://kenspeaks.com/ or on LinkedIn https://www.linkedin.com/in/ken-schmidt-5b08115/

1. What are some common mistakes leaders make that unintentionally erode employee loyalty?
2. What qualities make a leader effective in building employee loyalty and advocacy?
3. How important is it for leaders to empower employees as brand advocates on social media? What tips can encourage this?
4. How do you measure the success of employee loyalty and advocacy programs? What key metrics should be tracked?
5. How can brands align their employee engagement efforts with their identity and culture, like Harley-Davidson has done?
6. How does adopting an unconventional leadership style impact employee loyalty compared to traditional methods?

The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino