Moving Culture Change
summary
Argues that applying the Satir Change Model with explicit choice points prevents teams from reverting to old behaviors and shows which interventions actually move culture. Recommends concrete levers: demos/retrospectives, continuous integration, visible metrics, anonymous safety checks, sociocracy-style participation, targeted incentives (one case: 2% profit share per winning team) and protected pilot teams. Examples: an architecture team rebuilt successfully after being isolated; a “throwdown metrics” experiment needs about 6–12 months of trending to prove benefit and requires permission to fail.
AI-written summary · about
chapters (9)
- 0:00Introduction
- 1:47Retrospective model
- 2:27Our choices implied
- 4:10When you resist the change
- 6:55The twotier model
- 13:24Choice power
- 14:52Places to intervene
- 20:18Safety is big
- 26:01Missed expectations
