Forget Change Management Models-Insights From a Motivational Speaker

You Don’t Need 99% of Change Management Models—Here’s What Really Works

The first episode of the Change Signal podcast with Pim de Morree delivered a refreshingly simple yet powerful perspective: true transformation isn’t about models—it’s about people.

For decades, organizations have leaned on complex change management frameworks, hiring consultants who swoop in with rigid methodologies. But Pim challenges this approach. The key to successful change isn’t a 10-step process—it’s engagement.

The Overlooked Key to Change: Involving People

Pim’s biggest takeaway? Organizations often ignore the very people who create the most value. Instead of enforcing change from the top down, leaders need to focus on increasing agency—giving employees a sense of choice, responsibility, and control over their work.

“Increasing the agency of the people within that organization, giving them a sense that they have more options, more choice, and more ability to act.”

When employees feel ownership over the change, resistance fades. Change isn’t something done to them—it’s something they help shape.

The Gravity of the Status Quo

Change is hard because people love stability. The status quo has a gravitational pull stronger than most realize. That’s why change efforts fail—not because people are incapable of adapting, but because the alternative hasn’t been made attractive enough.

“I think it’s mostly about providing a better alternative.”

Rather than fighting resistance, leaders should focus on designing a future that people want to move toward.

Change as a Series of Experiments

Instead of rigid change plans, Pim advocates for an experimental approach. Organizations should continuously test, learn, and adapt—treating change as a living process rather than a fixed blueprint.

“It makes much more sense to experiment, learn from it, and be open to the outcomes—adjusting course along the way.”

One powerful example? Companies ditching traditional job descriptions and allowing teams to redefine roles based on skills, passions, and evolving needs. For a trial period, employees step into roles they want rather than those they were hired for—often unlocking unexpected innovation.

The Viking Burial: Letting Go of the Past

Resistance to change isn’t just about fear of the new—it’s also about attachment to the old. Pim offers a vivid analogy:

“Imagine a Viking burial. You push the old version of the organization out into the lake and fire flaming arrows into it. A ritualized experience of saying goodbye to the past.”

Organizations often skip this step, expecting people to embrace the future without properly closing the chapter on what came before. Leaders must create space for employees to acknowledge and mourn the end of old ways before they can fully commit to what’s next.

The Wheelbarrow Analogy: Slowing Down to Speed Up

One of the most relatable insights from the episode is the wheelbarrow problem. Imagine someone struggling to push a heavy wheelbarrow with square wheels. In the background, others offer a set of round wheels, but the person pushing refuses, saying:

“No, no—we’re too busy.”

This is how many organizations approach change. They are so caught up in immediate demands that they don’t take time to improve processes. The paradox? Slowing down to make meaningful adjustments ultimately accelerates success.

“You can either move more slowly towards success, or hurry towards failure.”

The Quest for Change With People, Not To People

The biggest lesson from Change Signal Ep. 1 is that transformation isn’t about control—it’s about empowerment.

Instead of rigid change management models, organizations need:
✅ Engagement—Involve employees in shaping the change.
✅ Agency—Give people choices and responsibility.
✅ Experiments—Test, learn, and iterate.
✅ Closure—Create rituals for letting go of the past.
✅ Patience—Take time to implement change correctly.

The traditional approach to change is outdated. The future belongs to organizations that listen, adapt, and evolve—with their people, not despite them.

What’s one small experiment your organization could try this month to drive real change? 🚀

Listen to the full episode 

https://podcasts.apple.com/au/podcast/change-signal/id1793189341?i=1000691292680&r=1795