Make or Break

In this episode of Make or Break powered by C2IQ, Mo Berkner Boyt sits down with Lisa Duerre, co-founder of RLD Group and a C2IQ Certified consultant, to explore why adopting AI requires giving teams time to experiment, share what they’re learning, and coordinate work across functions. Drawing on her team’s applied research with 25 technology executives, Lisa shares three recurring barriers to alignment: organizational silos, a lack of explorer mindset and time to experiment, and underdesigned conversations and collaboration. Her central point: AI will accelerate and scale whatever is already true in your system.Together, Mo and Lisa unpack the I, We, Us framework, looking at the individual leader, the team, and the enterprise. They explore why the greatest opportunity may be at the team level, where managers coordinate across functions and disconnected workflows can undermine promising technology. From making room to share failures to rethinking what a hackathon should accomplish, the conversation drills down into how teams can learn together rather than keep their discoveries inside silos.They also examine what leaders miss when they focus on AI spend without considering the return on time and energy, and how RLD Group’s diagnostic turns research into action and accountability. Throughout, the conversation returns to human connection, change resilience, and the reality of leading while already at capacity. Lisa closes with a reminder that puts the pressure of constant disruption in perspective: “You are not broken, you are tired.”Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Lisa Duerre LinkedIn - https://www.linkedin.com/in/lisaduerre/Website - https://rldgroupllc.com/AI Insight Paper - https://rldgroupllc.com/ai-insights-paperRLD Group Youtube - https://www.youtube.com/channel/UCaa_XhSeE_S9oH5As4hvwcw

A change can make perfect business sense and still stall when the organization rewards the opposite behavior. In this episode of Make or Break, Mo Berkner Boyt is joined by Chris Kreuser, CEO of LaMarsh Global, to explore what it takes to prepare an organization for change, and to successfully prepare a project for launch.Chris shares the journey from leading change at Caterpillar to consulting with LaMarsh and eventually purchasing the company. After more than a few attempts at retirement, Chris returned to carry forward founder and industry giant Jeanenne LaMarsh’s legacy and lead the company into its next chapter.Drawing on stories from manufacturing and consulting, Mo and Chris unpack a parts reuse initiative that collided with existing rewards, a CEO who challenged leaders to learn firsthand from Japan’s quality performance, and why change plans should begin with diagnosing risk rather than a checklist of activities.In this conversation, you’ll hear about:How culture and incentives can work against a sound business case.The difference between preparing a project and preparing an organization to accept it.What active leadership sponsorship looks like at every level.Why change support should fit the initiative, rather than follow a one-size-fits-all process.Chris’s experience with C2IQ assessment feedback and practical coaching suggestions.The kite metaphor: giving teams an anchor by explaining what is not changing.Watch the full conversation for practical lessons you can bring to your next change initiative, and subscribe to Make or Break for more conversations about the human side of change.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Chris Kreuser LinkedIn - https://www.linkedin.com/in/christine-kreuser-lamarsh/Website - https://www.lamarsh.com/ 

In this episode of Make or Break Hot Take Edition, Mo Berkner Boyt sits down with Michelle Yanahan, principal and owner of ChangeFit 360, for a conversation about what change leaders keep getting wrong. Michelle argues that too much change work is still measured by activity instead of impact, shaped by templates instead of context, and managed like a project when people actually experience it as a constant, overlapping human reality.Throughout the conversation, Michelle makes the case for a more disciplined and more human approach. She points to behavioral science as a practical lens for identifying the specific actions people need to take, measuring behaviors that predict adoption, and reinforcing change through the leaders, peers, and relationships closest to the work. She pushes for metrics tied to behavior, leader support, stakeholder voice, and the outcomes the change is meant to produce, rather than lagging indicators typically used.Mo and Michelle challenge some of the field of change management’s cookie-cutter techniques by calling out the false comfort of deliverables that do not drive results, and questioning the idea that people adopt change one initiative at a time. Michelle’s perspective on AI brings the argument into the present: organizations treating AI as another technology rollout will miss the deeper culture shift underneath it. The throughline is clear from start to finish: change becomes more effective when it is designed around human behavior and connection and the lived experience of the people asked to implement it.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Michelle Yanahan LinkedIn - https://www.linkedin.com/in/michelle-yanahan-changefit360/Website - https://changefit360.com/ 

In this episode of Make or Break Hot Take, Mo Berkner Boyt talks with Rachel Breitbach, Practice Lead and Senior Advisor at Farwell, about the key elements that help people navigate change. Rachel shares her own path from aspiring sports broadcaster to HR and ultimately into the world of change leadership as a “recovering HR professional.”  A central theme of the conversation is that change is about plans and executive alignment. And it is ultimately about trust, whether teams understand the change that is occurring and know what they need to do differently to ensure that they feel equipped to do it. Rachel argues that strong change leadership depends on trust and introduces the TIE Model: transparency, inclusion, and empathy, as an effective change management strategy. She also challenges the instinct many leaders have to wait until they have all the answers before communicating. In her view, waiting too long creates more fear than honesty ever does. Their conversation also explores psychological safety, ownership, and the importance of helping people move from feeling like change is happening to them to feeling like they have agency within it. Together, Mo and Rachel touch on that there might be something to be learned from the Tooth Fairy and make the case that resilience, connection, and trust are not abstract cultural ideas.They are practical capabilities that leaders can strengthen to help organizations respond to disruption more effectively.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Rachel BreitbachLinkedIn - https://www.linkedin.com/in/rachel-breitbach/ Website - https://www.gofarwell.com/ 

What makes organizational change succeed or lose momentum? In this episode of Make or Break, Hot Takes Edition, Mo Berkner Boyt speaks with Riley Smith and Keely Middleton from Propeller Consulting about the human realities behind transformation. They discuss why pilots and sandboxes can reveal whether a change works in practice, how workarounds expose resistance to new processes, and why sentiment should be viewed from an ongoing, 30,000 foot perspective rather than as a collection of isolated anecdotes. The conversation also explores the value of slowing down early to understand an organization before designing the solution, especially when leaders are under pressure to move quickly.Riley and Keely challenge the idea that resistance is inherently negative. Resistance can provide useful information, if leaders listen, investigate, and use it to adjust the approach. They also share why leadership visibility must include people managers, how informal influencers can strengthen adoption, and why change saturation includes both competing projects and the everyday rhythms of the business.The episode closes with reflections on change resilience and the value of finding a professional community while the pace of change continues to accelerate.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Riley Smith & Keely MiddletonRiley LinkedIn - https://www.linkedin.com/in/rileysmith23/ Keely LinkedIn - https://www.linkedin.com/in/keely-middleton/ Website - https://propeller.com/

In this episode of Make or Break, Mo Berkner Boyt chats with Jeremy Ford of North Highland about what really makes change stick in the age of AI. Together, they challenge the idea that AI is taking over change management and make the case that trust, authenticity, and vulnerability still drive successful transformation.Jeremy shares why frontline managers are often the make-or-break link between leadership’s message and real adoption on the ground. They explore why every change has its own fingerprint and why participation fosters acceptance far more effectively than top-down communication alone.From leadership vulnerability to human-centered adoption, this episode shares sharp takes on what it takes to lead change when the pressure to move fast is only increasing. Tune in as Jeremy leaves Mo with a new Boston expression she says she’ll be using forever and she hopes you will too. Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audible–Follow + Connect with our guest:Jeremy Ford LinkedIn: https://www.linkedin.com/in/jeremy-ford-profile/Website: https://northhighland.com/

In this episode of Make or Break Hot Takes, powered by C2IQ, Mo Berkner Boyt sits down with Laurel Haller from West Monroe for a candid conversation live from ACMP Change Orlando. This fast fresh conversation explores what really makes change work, and why so many transformation efforts fail when leaders overlook the human side.Laurel shares sharp insights on what change leaders often get wrong, from resistance and overwhelm to trust, communication, and support. We dig into the realities of leading people through uncertainty and why a more human-centered approach can help organizations drive better outcomes.If you’re looking for a compelling conversation on what drives successful change, this episode delivers practical perspective and real-world relevance for today’s leaders.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Laurel Haller LinkedIn - https://www.linkedin.com/in/laurelhaller/ Website - https://www.westmonroe.com/

In this episode of Make or Break, Mo Berkner Boyt is joined by Dr. Alexis Fink for an insightful conversation about organizational transformation, AI activation, and the critical role of systems thinking in navigating disruptive change.Together, they unpack what it really takes to lead through transformation in a way that is practical, human-centered, and sustainable. Dr. Fink shares how leaders can move beyond surface-level change efforts and instead create the conditions for real adoption by aligning data, strategy, and people across the organization.They explore:why systems thinking matters during periods of disruptionhow to use data more effectively to guide decisionswhy involving people at every level is essential for transformation to stickhow to activate AI in ways that create measurable valueFrom understanding the dynamics of change to making AI adoption more meaningful, this episode offers a clear framework for approaching transformation more strategically.If you’re leading through uncertainty, modernizing your organization, or looking for practical ways to make change work in the real world, this conversation will give you a sharper lens on what drives lasting impact.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audiblehttps://www.youtube.com/@C2IQMakeorBreak –Follow + Connect with our guest:Dr. Alexis Fink LinkedIn - https://www.linkedin.com/in/alexisfink/ Website - https://www.propellerinsight.org/Substack - https://alexisfink.substack.com/

Stacey Harris, Chief Research Officer at Sapient Insights Group joins Mo Berkner Boyt in the newest episode of Make or Break Hot Takes, powered by C2IQ. This fast fresh episode brings you the trends, challenges, and strategies for leveraging AI effectively in HR to improve outcomes and drive strategic value. Most HR leaders are missing out on the real impact of AI and overlooking strategies that could transform their workforce. Are you relying on AI just to automate routines or are you using it to genuinely improve outcomes and elevate your people? Stacey shares 28 years of data showing what works and what doesn’t in AI adoption across organizations of all sizes. Discover how to leverage AI effectively, overcome hidden barriers, and make IT and HR collaboration the key to future success.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audible–Follow + Connect with our guest:Stacey Harris LinkedIn - https://www.linkedin.com/in/staceyharris/ Website - https://sapientinsights.com/

In this episode of Make or Break, Mo Berkner Boyt is joined by Betsy Summers, a principal analyst at Forrest.Together, they delve into the transformative trends that are redefining human resources and the future of work. By sharing insights into HR's historical evolution, current disruptions, and practical frameworks, they provide HR leaders with the tools needed to navigate and lead effectively in today's volatile landscape.What to expect in this episode: The macro trends shaping the future of workThe evolving role of HR from compliance to strategic partnerThe importance of skills like tech, data analytics, and adaptive leadershipThis episode highlights the importance of human-centric leadership, data-driven decision making, and adaptable skill development for thriving in a continually shifting work landscape. Whether you're an HR leader or an individual navigating change, Betsy's perspectives offer practical frameworks and heartfelt encouragement to lean into human strengths.Follow Make or Break on your favorite streaming channel to effectively manage human risk during organizational change:https://c2iq.io/spotifyhttps://c2iq.io/applehttps://c2iq.io/audible–Follow + Connect with our guest:Betsy SummersLinkedIn - https://www.linkedin.com/in/betsyasummers/ Website - https://www.forrester.com/bold/?utm_source=linkedin&utm_medium=social