Change is dynamic and complex and requires leaders to foster agility, trust, and behavioral leadership at all levels. With this knowledge in mind, last January, I went to Boston (MA) to join the Advanced Change Leadership Program based on the work of Dr. John Kotter. During the five training days, I took notes, an uncomprehensive collection of words and quotes.

Back home, I asked ChatGPT to summarize my training notes. Based on my unstructured thoughts and scribbles, ChatGPT gave me these insights.

1. Reimagine Leadership in the Age of Acceleration

With 90% of all data created in the last five years and technology driving exponential change, leaders must continuously adapt. Traditional change models, like the burning platform, no longer suffice. Instead, leaders should frame opportunity statements, focusing on the possibilities beyond barriers.

2. Thriving vs. Surviving: The Role of Behavioral Leadership

Fear and uncertainty push people into survival mode, and if leaders operate from this mindset, they inadvertently influence their teams to do the same. The challenge? Create environments where people thrive by providing purpose, agency, and psychological safety.

Key question: Are we making decisions from a human perspective, or purely a financial one?

3. True vs. False Urgency

Not all urgency is productive. False urgency is fueled by reactive decision-making and unnecessary firefighting. True urgency, on the other hand, is intentional, focused, and aligned with strategic priorities. Leaders must be disciplined in distinguishing between the two.

4. The Power of the Guiding Coalition (GC)

Change doesn’t happen in isolation—it requires a coalition of behavioral leaders across all levels of an organization. Interestingly, employees often set more ambitious goals than senior leadership. The key? Empower the GC to define change goals while ensuring inclusivity and rotation (9-12 months) to prevent cliques.

5. The Opposite of Trust is Control

Resistance is often rooted in past conditioning, not reluctance. Micromanagement erodes trust, while empowerment fosters engagement. Instead of seeking buy-in, aim for alignment—a more sustainable approach to change.

6. Strategic Change Vision: From High-Level to Emotionally Engaging

Change vision isn’t just a statement—it’s a story. Leaders must paint a vivid picture of the future to create emotional engagement. A strong vision links mission → opportunity → change vision → behavioral shifts. Visualization is a powerful tool to align teams.

7. Recognition vs. Celebration

Recognizing success is not the same as celebrating it. Recognition is personal; celebration is collective. Ask people how they want to be recognized—it strengthens motivation and engagement.

8. The Future of Change: Experimentation Over Perfection

Instead of pilots and experiments, frame initiatives as labs—places to test, iterate, and scale. A structured approach like Pilot → Iterate → Scale → GO! fosters a culture of continuous learning.

Final Thought: Be Unreasonably Confident

Change leaders must embrace curiosity over certainty, dialogue over control, and confidence over perfection. What resonated with me the most? The simple yet powerful reminder:

"Do you want to be right, or do you want to be effective?"

Do you want to know how to apply these change leadership insights in your organization? Get in touch with us!