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.

Episode Guest Details: Bryan Burkholder, Lead Consultant at Cadence Consulting. Bryan brings a unique perspective to change management, combining extensive experience in corporate transformations with years of pastoral leadership. This distinctive background has given him deep insights into human behavior, organizational dynamics, and the delicate balance between preserving core values and embracing necessary change.

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.