Here are three questions that arise from this Change Signal conversation:
What intelligence are you wasting?
Who really owns the change?
What needs to go first?
In this episode, I talk with Jana Werner about why so much change management still feels like something done to people, rather than with them.
Jana argues that large organizations often hire smart, capable people — and then design transformation in ways that sideline their judgment, curiosity, and ownership. We explore why top-down change may feel faster at first, but often becomes slower because it doesn’t stick.
We also get into one of the trickier questions in change leadership: how do you build genuine agency? Jana’s view is that ownership has to be both given and taken — and many organizations have quietly trained people out of taking it.
This conversation is practical, thoughtful, and nicely skeptical of the giant transformation program. If you lead change in a large organization, Jana offers a more human and more usable alternative: clarify purpose, remove friction, start smaller, and let change become a habit woven into the work.
Change Signal. Cut through the blather, the BS, and the noise to find the good stuff that works in change. If you’re a transformational leader seeking modern change mastery, you’re in exactly the right place.
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