Why Teams Resist Change and What Psychological Safety Has to Do With It EP 115

You’re Invited to Podcast Club: Listeners of The Conscious Edge are coming together on Thursdays at 1pm ET for Podcast Club. Think book club, but for the podcast. We'll talk about the episodes, what landed, where it's challenging us, and how to actually apply it. It's a chance to meet other business owners, get into real two-way conversation, and stop just consuming content. RSVP for the dates you want at consciousedge.com/club.  Get full show notes at www.consciousedge.com/ep110 Come say “hi’ on Instagram:@aleciastg Alecia St. Germain and her co-host Jonathan Dugger take on what actually makes change work inside a team, and it has very little to do with the process. In this month's Mindfulness Matters with Jonathan, they dig into why the phrase "change management" misses the point entirely, and what Amy Edmondson's psychological safety research uncovered when Google studied nearly 200 of its own teams through Project Aristotle. The highest performing teams in that study reported more failure than the ones anyone would have guessed were the safest bets, and they held onto their people while they did it. Alecia shares how the Immunity to Change process can be facilitated with a whole team, surfacing the big assumptions an organization runs on without ever naming them out loud. Jonathan makes the case for treating resistance as an opportunity to learn something no one has seen yet, and for letting grief have a place in professional conversations, because every change asks people to let go of something. They also get honest about what has been lost in business culture along the way, and why relational capacity is the one thing that cannot be outsourced to an algorithm. Solo entrepreneurs are not off the hook here either. A bookkeeper and the one person she calls when she needs to think out loud already add up to a team. 📝 What We Cover in This Episode: -What shifts when you stop calling it change management and start calling it change navigation -What Amy Edmondson's psychological safety research found when Google studied nearly 200 of its own teams -Why the teams that reported the most failure were also the most effective and had almost no turnover -How uncertainty changes your brain chemistry and shuts down the exact capacities you are asking your people to use -Why matching the right person to the right task matters far less than you have been told -How the Immunity to Change process can be facilitated with a whole team to surface the assumptions running your culture -Why grief belongs in change conversations, even the professional ones -What becomes possible when you treat someone's resistance as an opportunity rather than an obstacle