The Biggest Mistakes Companies Make During Change Management

Change is hard—but managing it doesn’t have to feel like a constant battle. In this episode of Frog Talk, I sit down with Bryan Burkholder, Lead Consultant at Cadence Consulting, to unpack the complexities of organizational change management. Bryan shares insights from his dual experience in corporate transformations and pastoral leadership, revealing why people resist change, how leaders can navigate resistance, and what companies need to do to ensure their growth efforts don’t stall. Whether you’re leading a team, scaling a company, or just trying to understand why change feels so difficult, this episode is packed with practical strategies to help you manage transitions effectively.

 

Key Takeaways:

• People Resist Change for Different Reasons – Change resistance isn’t always about unwillingness; it often stems from fear, insecurity, or a lack of understanding. Leaders who take the time to ask why employees resist change will be more successful in implementing lasting transformations.
• Define Roles First, Then Align People – Many mid-sized companies struggle with overlapping responsibilities as they scale. Bryan explains that companies must first define the roles necessary for success, then determine if their current employees fit within those roles.
• Acknowledge Employee Concerns Instead of Selling Change – Employees are more likely to resist change if they feel leadership is sugarcoating the difficulty. Being upfront about challenges, while also providing support, builds trust and increases adoption.
• Scaling Requires More Than Just More People – Growth isn’t just about hiring; it’s about creating scalable systems. Businesses that don’t adapt their processes as they grow often find themselves overwhelmed and unable to sustain success.
• External Change Management Consultants Provide Perspective – Leaders within an organization are often too close to the problem to see solutions clearly. A consultant offers an outside perspective, helping companies navigate transitions more effectively.
• Long-Term Planning Prevents Crisis Mode – Too often, businesses wait until they’re struggling to bring in change management. The best organizations invest in proactive change, setting up systems that allow them to scale smoothly.

 

 

Chapter Markers:

[00:01] Introduction to Organizational Change Management – Nader introduces Bryan Burkholder and the theme of managing workplace change.

[01:17] The Human Factor in Change Resistance – Bryan shares a compelling story about overcoming resistance in a warehouse setting.

[05:42] Separating People from Roles – Why companies need to define roles first and then align individuals.

[10:50] Scaling a Business Without Chaos – The challenges of mid-size company growth and how to prevent disorganization.

[19:26] Common Patterns of Resistance – What makes employees push back against change and how leaders can address it.

[26:46] Leadership During Change – How leaders can balance decisiveness with empathy.

[36:03] Why Companies Wait Too Long for Change Management – The importance of proactive strategy vs. reactive problem-solving.

[39:25] Employee Experience Post-Change – How change management impacts company culture and employee satisfaction.

[41:01] Advice for Companies Considering Change Management – Bryan’s key takeaways on when and why businesses should bring in external support.

[43:04] Where to Find Bryan – How to connect with Bryan Burkholder and Cadence Consulting.

 

 

Keywords

organizational change management, business transformation, leadership strategies, workplace culture, employee resistance to change, scaling a business, defining roles in companies, leadership during change, corporate growth strategies, managing resistance in employees, company culture development, business consulting, mid-size business growth, corporate change consultants, Cadence Consulting, Bryan Burkholder, Frog Talk podcast, Nader Safinya, AI in business growth, change management best practices, workplace productivity, employee engagement strategies