{"id":5056,"date":"2021-03-12T08:15:07","date_gmt":"2021-03-12T16:15:07","guid":{"rendered":"https:\/\/markccrowley.com\/?p=5056"},"modified":"2021-03-12T08:14:11","modified_gmt":"2021-03-12T16:14:11","slug":"damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization","status":"publish","type":"post","link":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/","title":{"rendered":"Damon Centola: How To Make Big Change Happen On Your Team Or In Your Organization"},"content":{"rendered":"<iframe loading=\"lazy\" src=\"https:\/\/player.blubrry.com\/?media_url=https%3A%2F%2Fmedia.blubrry.com%2Fleadfromtheheartpodcast%2Fcontent.blubrry.com%2Fleadfromtheheartpodcast%2FLFTH-Episode_64.mp3&amp;podcast_link=https%3A%2F%2Fstaging-wmplo.xyz%2Fmark-c-divi5%2Fdamon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization%2F#mode-Light&border-000000&progress-000000\" scrolling=\"no\" width=\"100%\" height=\"165\" frameborder=\"0\" id=\"blubrryplayer-1\" class=\"blubrryplayer\" title=\"Blubrry Podcast Player\"><\/iframe><p class=\"powerpress_links powerpress_links_mp3\" style=\"margin-bottom: 1px !important;\">Podcast: <a href=\"https:\/\/media.blubrry.com\/leadfromtheheartpodcast\/content.blubrry.com\/leadfromtheheartpodcast\/LFTH-Episode_64.mp3\" class=\"powerpress_link_pinw\" target=\"_blank\" title=\"Play in new window\" onclick=\"return powerpress_pinw('https:\/\/staging-wmplo.xyz\/mark-c-divi5\/?powerpress_pinw=5056-podcast');\" rel=\"nofollow\">Play in new window<\/a> | <a href=\"https:\/\/media.blubrry.com\/leadfromtheheartpodcast\/content.blubrry.com\/leadfromtheheartpodcast\/LFTH-Episode_64.mp3\" class=\"powerpress_link_d\" title=\"Download\" rel=\"nofollow\" download=\"LFTH-Episode_64.mp3\">Download<\/a><\/p><p><em><strong><a href=\"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Damon-Centola-e1613778547447.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-5057 alignleft\" src=\"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Damon-Centola-300x300.jpg\" alt=\"\" width=\"295\" height=\"295\" \/><\/a>Years ago, research by Harvard Business School professor, John Kotter found that when major companies sought to initiate any kind of major organizational change, most ended up failing. Kotter &amp; his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a lot of time spent trying.<\/strong><\/em><\/p>\n<p>Anymore, it\u2019s hard to imagine that a company \u2013 including its leaders \u2013 could last very long if they were routinely unable to turn their ship in a different direction or inspire employees to embrace new ways of being. So, knowing how change is successfully implemented has become essential knowledge.<\/p>\n<p>According to <strong>University of Pennsylvania Sociology &amp; Engineering professor, Damon Centola<\/strong>, most of what we know about how change is effectively spread comes from bestselling authors who tell us \u201cinfluencers\u201d are king, \u201csticky\u201d ideas \u201cgo viral,\u201d &amp; good behavior is \u201cnudged\u201d forward.\u00a0The problem is that the world they describe is one where information spreads, but beliefs &amp; behaviors stay the same.<\/p>\n<p>Centola is the author of the new bestseller, <strong><em>\u201cChange: How To Make Big Things Happen,\u201d\u00a0<\/em><\/strong>a book Wharton<a href=\"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Unknown-1.jpeg\"><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-5061 alignright\" src=\"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Unknown-1.jpeg\" alt=\"\" width=\"180\" height=\"279\" \/><\/a> professor Adam Grant says it is the most important on the science of social influence since <strong>Robert Cialdini&#8217;s &#8220;<em>Influence<\/em>.<\/strong>\u201d \u201c<em>Change\u201d<\/em>\u00a0presents groundbreaking &amp; paradigm-shifting new science for understanding what drives change, &amp; how we can change the world around us.\u201d<\/p>\n<p>One of Damon\u2019s big ideas is that change doesn\u2019t really occur the way we\u2019ve always believed \u2013 like a virus. We\u2019ve long thought that once one person heard a new idea, they\u2019d pass it on to others \u2013 who\u2019d then pass it on themselves \u2013 until the new process, system or philosophy would become widely spread throughout a group or organization.\u00a0 What this theory lacks, of course, is adoption. And more often than not, after new ideas are spread, they\u2019re met with fear, resistance &amp; negativity \u2013 change derailers!<\/p>\n<p>So, how can leaders shape new behavior within their teams, how do we successfully launch a new innovation before it gets squashed &amp; killed \u2013 &amp; how can we create cultural change within an organization that really sticks?<\/p>\n<p>Listen in \u2013 on this podcast, that\u2019s what we asked Centola to explain.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Years ago, research by Harvard Business School professor, John Kotter found that when major companies sought to initiate any kind of major organizational change, most ended up failing. Kotter &amp; his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":5058,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[283],"tags":[391,548,134,549],"class_list":["post-5056","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcast","tag-change","tag-damon-centola","tag-leading-change","tag-university-of-pennsylvania"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Damon Centola: How To Make Big Change Happen On Your Team Or In Your Organization - Mark C. Crowley<\/title>\n<meta name=\"description\" content=\"Years ago, research by Harvard Business School professor, John Kotter found that when major companies sought to initiate any kind of major organizational change, most ended up failing. Kotter &amp; his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a lot of time spent trying.Anymore, it\u2019s hard to imagine that a company \u2013 including its leaders \u2013 could last very long if they were routinely unable to turn their ship in a different direction or inspire employees to embrace new ways of being. So, knowing how change is successfully implemented has become essential knowledge. According to University of Pennsylvania Sociology &amp; Engineering professor, Damon Centola, most of what we know about how change is effectively spread comes from bestselling authors who tell us \u201cinfluencers\u201d are king, \u201csticky\u201d ideas \u201cgo viral,\u201d &amp; good behavior is \u201cnudged\u201d forward.\u00a0The problem is that the world they describe is one where information spreads, but beliefs &amp; behaviors stay the same.Centola is the author of the new bestseller, \u201cChange: How To Make Big Things Happen,\u201da book Wharton professor Adam Grant says it is the most important on the science of social influence since Robert Cialdini&#039;s &quot;Influence.\u201d \u201cChange\u201d\u00a0presents groundbreaking &amp; paradigm-shifting new science for understanding what drives change, &amp; how we can change the world around us.\u201d One of Damon\u2019s big ideas is that change doesn\u2019t really occur the way we\u2019ve always believed \u2013 like a virus. We\u2019ve long thought that once one person heard a new idea, they\u2019d pass it on to others \u2013 who\u2019d then pass it on themselves \u2013 until the new process, system or philosophy would become widely spread throughout a group or organization.\u00a0What this theory lacks, of course, is adoption. And more often than not, after new ideas are spread, they\u2019re met with fear, resistance &amp; negativity \u2013 change derailers! So, how can leaders shape new behavior within their teams, how do we successfully launch a new innovation before it gets squashed &amp;killed \u2013 &amp; how can we create cultural change within an organization that really sticks?Listen in \u2013 on this podcast, that\u2019s what we asked Centola to explain.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Damon Centola: How To Make Big Change Happen On Your Team Or In Your Organization - Mark C. Crowley\" \/>\n<meta property=\"og:description\" content=\"Years ago, research by Harvard Business School professor, John Kotter found that when major companies sought to initiate any kind of major organizational change, most ended up failing. Kotter &amp; his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a lot of time spent trying.Anymore, it\u2019s hard to imagine that a company \u2013 including its leaders \u2013 could last very long if they were routinely unable to turn their ship in a different direction or inspire employees to embrace new ways of being. So, knowing how change is successfully implemented has become essential knowledge. According to University of Pennsylvania Sociology &amp; Engineering professor, Damon Centola, most of what we know about how change is effectively spread comes from bestselling authors who tell us \u201cinfluencers\u201d are king, \u201csticky\u201d ideas \u201cgo viral,\u201d &amp; good behavior is \u201cnudged\u201d forward.\u00a0The problem is that the world they describe is one where information spreads, but beliefs &amp; behaviors stay the same.Centola is the author of the new bestseller, \u201cChange: How To Make Big Things Happen,\u201da book Wharton professor Adam Grant says it is the most important on the science of social influence since Robert Cialdini&#039;s &quot;Influence.\u201d \u201cChange\u201d\u00a0presents groundbreaking &amp; paradigm-shifting new science for understanding what drives change, &amp; how we can change the world around us.\u201d One of Damon\u2019s big ideas is that change doesn\u2019t really occur the way we\u2019ve always believed \u2013 like a virus. We\u2019ve long thought that once one person heard a new idea, they\u2019d pass it on to others \u2013 who\u2019d then pass it on themselves \u2013 until the new process, system or philosophy would become widely spread throughout a group or organization.\u00a0What this theory lacks, of course, is adoption. And more often than not, after new ideas are spread, they\u2019re met with fear, resistance &amp; negativity \u2013 change derailers! So, how can leaders shape new behavior within their teams, how do we successfully launch a new innovation before it gets squashed &amp;killed \u2013 &amp; how can we create cultural change within an organization that really sticks?Listen in \u2013 on this podcast, that\u2019s what we asked Centola to explain.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/\" \/>\n<meta property=\"og:site_name\" content=\"Mark C. 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Kotter & his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a lot of time spent trying.Anymore, it\u2019s hard to imagine that a company \u2013 including its leaders \u2013 could last very long if they were routinely unable to turn their ship in a different direction or inspire employees to embrace new ways of being. So, knowing how change is successfully implemented has become essential knowledge. According to University of Pennsylvania Sociology & Engineering professor, Damon Centola, most of what we know about how change is effectively spread comes from bestselling authors who tell us \u201cinfluencers\u201d are king, \u201csticky\u201d ideas \u201cgo viral,\u201d & good behavior is \u201cnudged\u201d forward.\u00a0The problem is that the world they describe is one where information spreads, but beliefs & behaviors stay the same.Centola is the author of the new bestseller, \u201cChange: How To Make Big Things Happen,\u201da book Wharton professor Adam Grant says it is the most important on the science of social influence since Robert Cialdini's \"Influence.\u201d \u201cChange\u201d\u00a0presents groundbreaking & paradigm-shifting new science for understanding what drives change, & how we can change the world around us.\u201d One of Damon\u2019s big ideas is that change doesn\u2019t really occur the way we\u2019ve always believed \u2013 like a virus. 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So, how can leaders shape new behavior within their teams, how do we successfully launch a new innovation before it gets squashed &killed \u2013 & how can we create cultural change within an organization that really sticks?Listen in \u2013 on this podcast, that\u2019s what we asked Centola to explain.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/","og_locale":"en_US","og_type":"article","og_title":"Damon Centola: How To Make Big Change Happen On Your Team Or In Your Organization - Mark C. Crowley","og_description":"Years ago, research by Harvard Business School professor, John Kotter found that when major companies sought to initiate any kind of major organizational change, most ended up failing. Kotter & his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a lot of time spent trying.Anymore, it\u2019s hard to imagine that a company \u2013 including its leaders \u2013 could last very long if they were routinely unable to turn their ship in a different direction or inspire employees to embrace new ways of being. So, knowing how change is successfully implemented has become essential knowledge. According to University of Pennsylvania Sociology & Engineering professor, Damon Centola, most of what we know about how change is effectively spread comes from bestselling authors who tell us \u201cinfluencers\u201d are king, \u201csticky\u201d ideas \u201cgo viral,\u201d & good behavior is \u201cnudged\u201d forward.\u00a0The problem is that the world they describe is one where information spreads, but beliefs & behaviors stay the same.Centola is the author of the new bestseller, \u201cChange: How To Make Big Things Happen,\u201da book Wharton professor Adam Grant says it is the most important on the science of social influence since Robert Cialdini's \"Influence.\u201d \u201cChange\u201d\u00a0presents groundbreaking & paradigm-shifting new science for understanding what drives change, & how we can change the world around us.\u201d One of Damon\u2019s big ideas is that change doesn\u2019t really occur the way we\u2019ve always believed \u2013 like a virus. We\u2019ve long thought that once one person heard a new idea, they\u2019d pass it on to others \u2013 who\u2019d then pass it on themselves \u2013 until the new process, system or philosophy would become widely spread throughout a group or organization.\u00a0What this theory lacks, of course, is adoption. And more often than not, after new ideas are spread, they\u2019re met with fear, resistance & negativity \u2013 change derailers! So, how can leaders shape new behavior within their teams, how do we successfully launch a new innovation before it gets squashed &killed \u2013 & how can we create cultural change within an organization that really sticks?Listen in \u2013 on this podcast, that\u2019s what we asked Centola to explain.","og_url":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/","og_site_name":"Mark C. Crowley","article_publisher":"https:\/\/www.facebook.com\/leadfromtheheart","article_published_time":"2021-03-12T16:15:07+00:00","og_image":[{"width":714,"height":714,"url":"https:\/\/7pu.55f.myftpupload.com\/wp-content\/uploads\/2021\/02\/Damon-Centola-1.jpg","type":"image\/jpeg"}],"author":"Mark C. Crowley","twitter_card":"summary_large_image","twitter_creator":"@MarkCCrowley","twitter_site":"@markccrowley","twitter_misc":{"Written by":"Mark C. Crowley","Est. reading time":"2 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/#article","isPartOf":{"@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/"},"author":{"name":"Mark C. 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Crowley","isPartOf":{"@id":"https:\/\/7pu.55f.myftpupload.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/#primaryimage"},"image":{"@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/#primaryimage"},"thumbnailUrl":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Damon-Centola-1.jpg","datePublished":"2021-03-12T16:15:07+00:00","author":{"@id":"https:\/\/7pu.55f.myftpupload.com\/#\/schema\/person\/1138da8fd75b050dbc1f6097ddcf6507"},"description":"Years ago, research by Harvard Business School professor, John Kotter found that when major companies sought to initiate any kind of major organizational change, most ended up failing. Kotter & his team of graduate students watched many leaders simply abandon their change initiatives after concluding there was no viable road to success \u2013 despite a lot of time spent trying.Anymore, it\u2019s hard to imagine that a company \u2013 including its leaders \u2013 could last very long if they were routinely unable to turn their ship in a different direction or inspire employees to embrace new ways of being. So, knowing how change is successfully implemented has become essential knowledge. According to University of Pennsylvania Sociology & Engineering professor, Damon Centola, most of what we know about how change is effectively spread comes from bestselling authors who tell us \u201cinfluencers\u201d are king, \u201csticky\u201d ideas \u201cgo viral,\u201d & good behavior is \u201cnudged\u201d forward.\u00a0The problem is that the world they describe is one where information spreads, but beliefs & behaviors stay the same.Centola is the author of the new bestseller, \u201cChange: How To Make Big Things Happen,\u201da book Wharton professor Adam Grant says it is the most important on the science of social influence since Robert Cialdini's \"Influence.\u201d \u201cChange\u201d\u00a0presents groundbreaking & paradigm-shifting new science for understanding what drives change, & how we can change the world around us.\u201d One of Damon\u2019s big ideas is that change doesn\u2019t really occur the way we\u2019ve always believed \u2013 like a virus. We\u2019ve long thought that once one person heard a new idea, they\u2019d pass it on to others \u2013 who\u2019d then pass it on themselves \u2013 until the new process, system or philosophy would become widely spread throughout a group or organization.\u00a0What this theory lacks, of course, is adoption. And more often than not, after new ideas are spread, they\u2019re met with fear, resistance & negativity \u2013 change derailers! So, how can leaders shape new behavior within their teams, how do we successfully launch a new innovation before it gets squashed &killed \u2013 & how can we create cultural change within an organization that really sticks?Listen in \u2013 on this podcast, that\u2019s what we asked Centola to explain.","breadcrumb":{"@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/#primaryimage","url":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Damon-Centola-1.jpg","contentUrl":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-content\/uploads\/2021\/02\/Damon-Centola-1.jpg","width":714,"height":714},{"@type":"BreadcrumbList","@id":"https:\/\/7pu.55f.myftpupload.com\/damon-centola-how-to-make-big-change-happen-on-your-team-or-in-your-organization\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/"},{"@type":"ListItem","position":2,"name":"Damon Centola: How To Make Big Change Happen On Your Team Or In Your Organization"}]},{"@type":"WebSite","@id":"https:\/\/7pu.55f.myftpupload.com\/#website","url":"https:\/\/7pu.55f.myftpupload.com\/","name":"Mark C. 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Crowley is the author of The Power of Employee Well-Being: Move Beyond Employee Engagement To Build Flourishing Teams -- and Lead From The Heart: Transformational Leadership For The 21st Century which has been taught in 11 American universities. He is a global speaker, leadership consultant and thought leader on the topics of workplace culture, employee well-being and thriving employees.","sameAs":["https:\/\/staging-wmplo.xyz\/mark-c-divi5","https:\/\/x.com\/MarkCCrowley"]}]}},"_links":{"self":[{"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/posts\/5056","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/comments?post=5056"}],"version-history":[{"count":0,"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/posts\/5056\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/media\/5058"}],"wp:attachment":[{"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/media?parent=5056"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/categories?post=5056"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/wp-json\/wp\/v2\/tags?post=5056"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}