Change
topic on 3 shows · 8 statements across 4 episodes
We Live to Build 
the a16z Podcast 
All-In
8 statements about Change, every show
Weatherhold: Change Fails When Treated as Technical Instead of Relational
“I think it's hard to get people to change because we think about change as a technical activity and not a relational one. We think about how we plan for and prepare for change. You may over invest in thinking about that, but we don't think about how we're goin…”
Weatherhold: Effective Change Requires Individual Listening Over Demographic Typing
“I think it really comes down to approach and an ability to hear in their own words how they feel about change, what motivates them. But also to learn about the assumptions that you as a facilitator may have brought into a conversation that are not helpful.”
Feifer: Everyday norms prove innovation wins despite initial opposition
“We really are the products of change, and we forget that. We, we're actually the argument for change because the things that we grew up with were the things that people had previously opposed.”
Andersen: People Instinctively View Change as Difficult, Costly, and Weird
“Cause one of the things that we found out in our research about change is that most people want to change comes at them. They see it negatively. They see it as dangerous. So our, Opening mindset about change is usually that the change is going to be difficult …”
Andersen: Adaptable People Reframe Change as Doable, Rewarding, and Normal
“So what we've learned over the years is that people who are good at change, they're able to change the way they think about change. So that rather than seeing a change initially as difficult, costly, and weird, they immediately started thinking about how it co…”
Andersen: People instinctively ask three specific questions when facing change
“So what we found as we did this research is when a change comes at us, Almost without exception, we want to know three things. We want to know, what does this mean for me? What am I personally going to have to do differently? That's thing one. Thing two is, wh…”
Andersen: Leaders process change for months but expect instant employee adaptation.
“Cause lots of times what happens is leaders, they find out about a change. They think about it for weeks or months. They go through their own arc where they come to see it as doable, rewarding, normal, and then they turn to their folks. And explain the change …”