EP #298 How to Navigate Change in Your Company Culture
In this episode, I take you through the Kübler Ross change curve…
…and show how it applies when you are shifting from a selfish culture to a selfless, generous one. Change like this is not just a new slogan or a new policy, it is an identity shift that takes people through shock, denial, frustration, depression, experiment, decision, and finally integration.
I break down what each stage looks like inside a company that is trying to build generous culture, what you will actually see in your people, and what they need from you at that moment, from simple context and concrete examples all the way to small wins, support to experiment, clear guidance, and long term reinforcement. My goal is not to help you push people to the end of the curve but to help you recognize where they really are so you can guide their next step with clarity, care, and generosity.
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Have a generous weekend of change.😀
What You'll Learn in Today's Episode:
Why changing from a selfish to a selfless, generous culture often means you have to “break to build,” and why the change curve is a helpful roadmap for that process.
What the shock stage looks like in your team, how silence and confusion show up, and how simple context about the “why” of generous culture can lower fear.
How denial shows up as business as usual and why people need concrete examples and visible behavior changes before they will believe the culture is actually shifting.
Why frustration and pushback are not signs of failure but evidence that people are emotionally engaging with the change, and how to give them space to talk and honest answers.
How the “heavy” depression phase can lead to low energy, withdrawal, and quiet resignation, and how reassurance plus small, meaningful wins keep people moving.
What it looks like when teams start to experiment with generous behaviors, what support they need to iterate safely, and how to label this as a shared experiment.
How the decision and integration stages show up as cautious optimism, then steady progress, and what it takes to embed generous culture into systems, stories, and daily habits so it sticks.
Quotes Worth Sharing:
“Sometimes building generous culture is not about building first. It is about breaking, breaking habits, breaking assumptions, and then rebuilding on purpose.”
Bob DePasquale
“My goal as a leader is not to yank people to the end of the change curve. My goal is to see where they actually are and guide the next step with clarity and care.”
Bob DePasquale
“Shock sounds like silence. Denial looks like business as usual. Both are invitations for me to slow down and make the ‘why’ of this change unmistakably clear.”
Bob DePasquale
“When people start asking, ‘Why are we doing this,’ that frustration is not a threat to generous culture. It is proof the change is finally real to them.”
Bob DePasquale
“In the heavy part of the curve, generous leaders do not promise that it is easy. They give reassurance, small wins, and stories that remind people the effort is worth it.”
Bob DePasquale
“Experiment is the lab phase of culture change. The goal is not perfection. The goal is learning how generosity actually works here, with these people, in this business.”
Bob DePasquale
“Integration is when you no longer have to sell generosity because people can feel it in their daily experience. It is just how we do things now.”
Bob DePasquale
Resources from Today’s Episode:
On the Change Curve and Leading Through Change
What is Kübler Ross Change Curve? | Stages & Advantages – Change Management Insight
This overview explains the emotional stages people go through during change and how leaders can use the curve to anticipate responses and support their teams more effectively.
It reinforces my point that seeing where your people are emotionally is essential if you want to guide them toward a generous culture instead of forcing them. Change curve management model, explained – BiteSize Learning
Walks through the change curve and highlights how people move from resistance into exploration, commitment, and integration, with practical ideas for each stage.
This lines up with my focus on experiment, decision, and integration as phases where generous culture needs support, feedback, and reinforcement to stick.The Kübler Ross Change Curve in the Workplace – Whatfix
Applies the curve specifically to organizational change and offers tips on communication, empathy, and training during each phase.
It supports the idea that generous leaders must combine clear communication with emotional understanding when shifting culture.Understanding the Kübler Ross Change Curve in the Workplace – Indeed
Describes the stages of the change curve, including decision and integration, and shows how managers can use the model to predict behavior and plan support.
This connects directly to my challenge to identify where your team is on the curve and choose actions that fit that specific stage.Previous Episode with Wendy Steele about Oxytocin
EP #118: The Impact of Community with Wendy Steele
In this conversation, Wendy and I talk about how giving and community are contagious and how the right environment helps people embrace generosity together.
It is a great companion to this episode if you want to see how community can help people move along the change curve toward a more generous way of living and working.My Book - Personal Finance in a Public World
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