You Don't Lose Your Worst People, You Lose Your Best - #138 - Kapil Dua

Stamina, Not Speed: Why Change Sticks - #142 - Steve Reiner

Episode Summary Business changes fast and people change slow. That gap, Steve Reiner argues, is where most change efforts quietly fail, and closing it is one of the few real competitive advantages a company has left. In this episode, host Justin Lake sits down with Steve, VP of Sales at Southern Glazer's Wine & Spirits and author of Leaders Created and Business Changes Fast, People Change Slow, to unpack why adoption stalls on the frontline and what leaders can actually do about it. Steve walks through his Change Stamina Framework, a four-step approach that puts the work back on leaders rather than the frontline. Leaders learn the change first, well before launch. They bring in managers, then frontline champions, staying in the room the entire time. They host the training themselves instead of kicking off a meeting and slipping out the back. And they reinforce the change for far longer than anyone expects, because sustainment, not go-live, is where adoption is won or lost. Along the way, Steve explains why the small daily changes sting frontline teams more than the big platform launches, why people resist change for reasons rooted in how our brains conserve energy, and why nine and a half times out of ten people do not need pressure, they need more time and attention. He also ties it all back to the P&L: if a change is worth making, it is worth supporting all the way through, because every day a team spends stuck in the change curve is a day the business pays for it. Key Topics * Shrinking the gap between business speed and people speed * The Change Stamina Framework * Leaders as participants, not just deciders * Why people resist change * Sustainment is longer than you think * Connecting change to the P&L Episode Chapters 00:00  Introduction to leadership and change management 02:56  Connecting change to performance and profit 06:01  The role of leaders in change execution 09:14  The Change Stamina Framework 11:59  Building confidence in leaders 14:58  The importance of field engagement 18:11  Understanding resistance to change 21:00  The leader's responsibility in change 23:53  The impact of communication on change 27:02  The need for continuous engagement 30:01  Conclusion and call to action 32:04  Challenging routines and embracing change 34:44  Understanding the adoption curve 36:00  The importance of time and attention in leadership 39:46  Winning the game of chicken with resistors 43:45  The long road of change sustainment 49:12  Change as a continuous process 57:08  Engaging with leadership and resources   About Steve Reiner Steve Reiner is VP of Sales at Southern Glazer's Wine & Spirits, with more than two decades of experience rising from consultant to senior leadership across multiple markets. He focuses on building leaders who build engaged, high-performing frontline teams. Steve is the author of two books, Leaders Created and, most recently, Business Changes Fast, People Change Slow, which lays out his Change Stamina Framework for leading change faster than the competition. Resources * Steve's website: Leaders Created [https://www.leaderscreated.com/] * "Business Changes Fast, People Change Slow" by Steve Reiner, available on Amazon * "Leaders Created" by Steve Reiner, available on Amazon * Steve Reiner on LinkedIn [https://www.linkedin.com/in/steve-reiner-29447422/] * Skyllful [https://www.skyllful.com]

You Can't Fix the Frontline From a Conference Room - #141 - Dan Cefaratti

Episode Summary Good customer service begins with the frontline worker, not at headquarters. In this episode, Dan Cefaratti, North American Dynamics Lead at Velrada, joins host Justin Lake to explain why that person is the organization's service ambassador, why technology adoption in the field is still treated as an afterthought even though it often decides whether a large investment succeeds, and why ride-alongs and on-site time have quietly faded since the pandemic at exactly the moment adoption matters most. It is a practical, honest conversation for anyone rolling out technology to the people who keep operations running.   Key Topics • Frontline workers are your service ambassadors • Why technology adoption gets treated as an afterthought • What ride-alongs reveal that a conference room never will • Unwinding old muscle memory, the real work of change • Why adoption stalls when everyone owns it and no one does • The post-COVID decline of field visits • What Microsoft Dynamics brings to field service   Episode Chapters 00:00 Meet Dan Cefaratti 01:25 The ripple effect of poor frontline adoption 04:09 How many customers actually resource adoption 05:37 What good looks like: analysis, design, and ride-alongs 07:09 Ride-along stories from the field 14:24 Giving people time to absorb change 17:17 Where change management breaks down 19:09 Who owns end user adoption 22:28 Unwinding muscle memory 24:52 The post-COVID decline of field visits 31:23 What to look for in a field service partner 33:05 What people miss about Microsoft Dynamics 36:49 Adoption is a frontline problem in every industry 38:47 Where to find Dan   About Dan Cefaratti Dan Cefaratti is the North American Dynamics Lead at Velrada, where he designs and delivers Microsoft Dynamics 365 solutions that help organizations streamline operations and empower their teams. With deep expertise in enterprise technology architecture, Dan brings a practitioner's perspective on how thoughtful technology design can transform the way frontline and field-based workforces operate. His work spans field service and beyond, including custom mobile and PowerApps solutions for industries from healthcare to not-for-profit.   Resources Connect with Dan Cefaratti on LinkedIn: https://www.linkedin.com/in/dan-cefaratti-b11776/ [https://www.linkedin.com/in/dan-cefaratti-b11776/] Velrada: https://www.velrada.com [https://www.velrada.com] Skyllful: https://www.skyllful.com/ [https://www.skyllful.com/]

Happy Technicians Make Happy Customers: How to Actually Get There - #140 - David Bishop

Episode Summary What happens when you deploy new technology that works great for your leadership team but actively makes life harder for the people using it every day? According to David Bishop, the answer is attrition, and it costs more than most service leaders realize. In this episode, Justin Lake sits down with David Bishop, Managing Partner at Twin Bishop Strategies, LLC., to talk about the real cost of poor frontline technology adoption in the HVAC service industry. David brings more than 45 years of industry experience, including time as a general management executive at an OEM where he built high-performance service teams before co-founding Twin Bishop Strategies with his twin brother. The conversation covers what attrition actually costs in dollars, why technicians will voluntarily take a pay cut to escape job stress, and the specific practices David uses to close the gap between a technology deployment that looks good on a dashboard and one that actually serves the people doing the work. Key Topics * The true cost of losing a technician, well beyond the recruiting fee * Why technicians will take a pay cut just to escape the stress * The “field council” model: letting technicians shape the tech before go-live * Why people learn new tools the way they pitch a tent, not by reading the manual * The confidence gap new technology creates, and when to measure it * What a struggling technician does to customer trust on the job site * Governance: the missing piece for trusting AI tools in the field * Why a sound problem statement has to come before any solution Episode Chapters 00:00  Introduction to Twin Bishop Strategies 02:11  Consequences of Poor Technology Adoption 04:57  Understanding Attrition in the HVAC Industry 10:02  A Day in the Life of a Technician 12:51  Overcoming Resistance to Technology 16:03  Building Confidence in Technicians 20:49  Measuring Confidence and Competence 23:31  The Impact of Technician Satisfaction on Customers 24:06  Empowering Technicians for Success 27:45  Scaling Employee Engagement and Feedback 30:23  Innovative Approaches to Employee Satisfaction 33:30  Bridging Learning Gaps in Service Industries 36:48  Navigating AI and Technology in the Field 39:37  The Future of Work: People, Process, and Technology 42:11  Understanding and Solving Real Problems About David Bishop David Bishop is Managing Partner at Twin Bishop Strategies, LLC., a consulting firm he co-founded with his twin brother after both retired from executive roles in the HVAC and building automation industry. David spent more than 45 years in the field, including time as a general management executive at an OEM where he focused on building high-performance service teams, improving customer satisfaction, and driving operational results. Twin Bishop Strategies takes a problem-first approach: they go in to find the pain point, and if there isn’t one, they move on. The company name comes from the chess piece (strategic, decisive, and careful about the moves it makes) and from the brothers’ shared surname. Resources * Twin Bishop Strategies: https://twinbishopstrategies.com * Connect with David Bishop on LinkedIn: https://www.linkedin.com/in/david-bishop-12136913/ * Frontline Innovators Podcast: https://skyllful.com/podcast

Your Help Desk Knows Something Your CIO Doesn't - Episode #139 - Leza Isadora

Episode summary Host Justin Lake sits down with Leza Isadora, Organizational Change Manager at Puget Sound Energy, who brings more than a decade of experience guiding digital transformations across healthcare, entertainment, government, nonprofit, and energy. Leza makes the case that frontline rollouts rarely fail because of the technology. They fail because leaders move fast on change and rarely stop to see it through the workforce's eyes. Justin and Leza dig into the operational consequences of broken trust, the metrics that translate "warm fuzzy people issues" into the language leadership actually responds to, and the practical mechanics of building support that lasts past go-live. Along the way, Leza shares a true story about a help desk turnover spiral, why 30-60-90 day follow-up plans matter, how to reach frontline workers who never read email, and why a willingness to pause an initiative is often the most strategic move a change leader can make. Key topics covered * The operational fallout when frontline workers lose trust in a rollout: workarounds, call-outs, turnover, and erosion of legacy knowledge * Connecting change strategy to the metrics leadership cares about, like trouble-ticket volume, time-to-resolution, and turnover rates * Building a super user network that draws on early adopters across departments, not just the technically adept * Recognizing change champions in ways that stick (callouts, gift cards, and the underrated currency of extra time off) * Why personalization at scale starts with surveying past initiatives and reading the data already sitting in HR and engagement dashboards * Replacing the project mindset with a sustained model: 30-60-90 day follow-up, hyper-care handoff, and ongoing support * Closing the communication gap with field workers who do not read email, do not attend town halls, and do not pick up the phone * Why "people don't resist change, they resist being changed" reframes how leaders ask for buy-in * Two pieces of advice for change leaders running large-scale technology deployments: always have the conversation, and never be afraid to take a pause About Leza Leza Isadora is an Organizational Change Manager at Puget Sound Energy. She has spent more than ten years supporting digital transformations across healthcare, entertainment, government, nonprofit, and energy sectors, with a current focus on frontline workers navigating wave after wave of new technology. Her background in strategic communications and branding shapes a change approach grounded in trust, transparent dialogue, and respect for the field employees who actually carry the work. Resources & Links * Frontline Innovators Podcast: https://skyllful.com/podcast [https://skyllful.com/podcast] * Ginger Luttrell's Super User Revolution: https://sapinsight.myshopify.com/collections/frontpage/products/super-user-revolution-pre-sale [https://sapinsight.myshopify.com/collections/frontpage/products/super-user-revolution-pre-sale] * Connect with Leza on LinkedIn: https://www.linkedin.com/in/lezaisadora/ [https://www.linkedin.com/in/lezaisadora/]

You Don't Lose Your Worst People, You Lose Your Best - #138 - Kapil Dua

Summary When a rollout lands badly on the frontline, the cost isn't just lost productivity. It's the people who quietly start looking elsewhere. And it's rarely the people you'd guess. In this episode, Justin talks with Kapil Dua, Associate Director of Change Management and Issues Management at a Fortune 100 company, who has spent over a decade leading large-scale SaaS implementations, including current rollouts impacting more than 20,000 stakeholders. Kapil makes the case that the real downside of a poor change isn't the immediate friction, it's the slow erosion of trust that follows: your strongest performers have options, and when they decide a workplace has a "taxed relationship" with change, they leave. From there, the conversation moves into what actually works at scale. Kapil walks through why he chases down cynics instead of avoiding them, why most change communications fail at the language layer (not the strategy layer), and why the best implementations he's been part of were the ones nobody talked about afterward. He also shares the "two wolves" story, his "right things, for the right reasons, in the right ways" rule, and a memorable line about why ignoring how something feels for the user is like designing toilet paper out of sandpaper, it gets the job done, but it hurts. If you're rolling out anything that touches the frontline this year, this one is worth your time. Key Topics * Why the biggest cost of a failed rollout is the best people you didn't realize you were losing * The case for being honest when a change will mean more work, not less * How to convert cynics into your strongest change champions * The "two wolves" story, and why change always feeds the dark wolf first * Communication design: writing every message to be misread, not just understood * Working through layers of stakeholders when one-on-one isn't possible at 20,000 people * Why a great change isn't celebrated, it's seamless * The 10:1 ratio: it takes ten good experiences to erase one bad one * "How will it feel?" as the question most rollouts skip Chapters 00:00 Introduction to Change Management and Adoption 01:56 The Consequences of Poor Adoption 04:33 Measuring the Impact of Employee Satisfaction 07:32 Generational Perspectives on Work and Change 10:09 Balancing Macro and Microeconomic Perspectives 12:13 The Pressure of Public Companies 15:50 The Importance of Employee Experience 18:19 Aligning Associate Experience with Profitability 20:46 The Emotional Impact of Change 24:44 Filling the Gaps in Communication 25:32 Engaging Skeptics in Change Initiatives 29:40 The Reality of Change and Data Collection 31:32 The Importance of Honesty in Change Management 38:07 Navigating Change at Scale 46:58 Building a Change Network 57:50 The Human Element in Change Implementation Guest Bio Kapil Dua is Associate Director, Change Management and Issues Management at a Fortune 100 company, where he leads enterprise transformation focused on process alignment, operational excellence, and user adoption. With over a decade of experience driving large-scale SaaS implementations, including rollouts impacting more than 20,000 stakeholders, he brings a practical, people-first, data-driven perspective on leading change across complex organizations. Resources * Frontline Innovators Podcast [https://skyllful.com/podcast] * Kapil Dua on LinkedIn [https://www.linkedin.com/in/kapildua01/] * Skyllful - Frontline Enablement Platform [https://skyllful.com]