Participant guide · Free download
If you are here, it is because you want something to change in you, your team or your organization. Whatever your reason, this guide gives you four powerful tools to change and to lead change.
Immunity to Change
Kegan & Lahey
The 8 Steps for Organizational Change
John Kotter
The Identity Formation Cycle
Rodríguez Leal
The Four Stances
Rodríguez Leal
Change is exciting, but it is not easy. The first step toward becoming a change ninja is to understand the sources of resistance clearly, and the levers we can pull. This guide will help you do that.
Get the guide
01 · what's inside
Two of them come from the people who built the field. Two of them come out of my own research.
01
Kegan & Lahey
A defense system that seems designed to keep us exactly where we are, even when we know it no longer serves us. It shows us that our resistance is not necessarily a sign of weakness or a lack of discipline: it reflects internal commitments that are in conflict.
02
John Kotter
A list of the key elements a change process needs in order to actually work. Kotter is the hammer in the change toolbox. Every toolbox really does need a hammer, but no toolbox can hold only a hammer.
03
Rodríguez Leal
It explains how every change in our lives and our organizations originates in social demands, and it makes explicit the barriers we face in moments of transition. It reminds us that changing does not mean losing our essence, but integrating it into something larger and more valuable.
04
Rodríguez Leal
Four stances people take in the face of a new demand, depending on the resources they have and how flexible the commitments at stake are. Perfect for diagnosing why change is hard, and for mapping each member of your team.
Worksheets you can fill in
A worked example of a finished immunity map, then a blank one for your own. Plus the biography of your big assumption, a SMART experiment to test it, and a grid to map where your team stands.
A reading list
It also includes my list of recommended books on change, at the back of the guide.
02 · about me
I understand the barriers all of us face when the game changes on us at work.
I hold a master's degree from Harvard and a doctorate from Oxford, and I have studied and researched how people learn during moments of change and transition.
I know that successful cultural change needs three things: a clear narrative that inspires, solid systems that turn ambitious goals into tangible day to day results, and organizations where people find purpose.
That is why I am a StoryBrand and Full Focus coach. With that combination, I help leaders and organizations build teams and cultures that accelerate the organization.