What can a transition expert writing three decades ago teach us about navigating AI’s impact on work? As it turns out, quite a lot.

In this episode, Bob 'n Joyce revisit William Bridges’ vision of the optimal workplace and consider it through the lens of the AI transformation now underway. Bridges’ work stands the test of time because, although the world of work has changed dramatically, what people need to feel connected, capable, and committed has not.

Bridges uses the metaphor of a trapeze artist suspended between two bars—what was is no longer there, and what comes next has not yet arrived. With the rapid rise of AI, that is where many organizations and their people find themselves today. It is an uncomfortable and often paralyzing place, filled with uncertainty, loss, and fear.

So, what can leaders and OD practitioners do to help people navigate this in-between time? Bridges points toward the kind of workplace we need—one where:

• People are invested in the outcomes of their work.
• Leaders and managers are committed to the highest standards.
• Expectations are clear.
• Employees receive reliable feedback from the customers they serve.

Joyce and I build on Bridges’ thinking by putting forward several practical first steps leaders and OD practitioners can take right now. We don’t pretend to have all the answers, but we believe these actions can help organizations move through uncertainty with greater clarity, connection, and confidence.

AI may be transforming the work, but it does not eliminate the human needs that make work meaningful.

Come join us.

What happens when the pace of technological change exceeds our human and organizational capacity to absorb it?

In this episode, Bob ’n Joyce explore that question in the context of a convergence of technological forces unlike anything we have experienced before. Amy Webb, renowned futurist and CEO of the Future Today Institute, believes we are entering a technology “supercycle”—the coming together of AI, advanced sensors, and biotechnology in ways that could fundamentally reshape how we live, work, lead, and organize.

The question isn’t whether Webb has every detail of the future exactly right. It’s whether leaders and organizations are prepared for the magnitude and speed of the change she sees coming.

Joyce even wonders whether organizations should be hiring only people under 30 to help them prepare for what’s ahead—which is a bit ironic coming from two people over 65. But perhaps that’s part of the point: preparing for the future will require fresh perspectives, hard-earned wisdom, and the humility to recognize that none of us has this figured out.

Join us for a provocative conversation about what this means for leaders, organizations, and especially those of us who practice OD. We help organizations prepare for change—but are we prepared to change ourselves?

In this episode, we revisit a tried-and-true formula for assessing the likelihood that a change effort will succeed—or fail. We’re talking about the Beckhard-Harris Change Equation:

D × V × F > R

We road-test the formula against today’s frenetic pace of change. Too often, senior leaders have been thinking about a change for months before employees hear a word about it. By then, leaders are ready to move—but everyone else is just beginning to make sense of what’s happening. No wonder resistance follows.

We like this tool because it is simple, straightforward, and practical. It reminds us that successful change requires three things: dissatisfaction with the current situation, a compelling vision for the future, and confidence in the first steps forward. Together, they must be strong enough to overcome resistance.

Like any tool, it has limitations. The equation is best used as a readiness test—not as an implementation plan. It can tell you whether the conditions for change are present and where the weak spots may be. It cannot lead the change for you.

Here’s the formula:

D = Dissatisfaction with the current situation
V = Vision for the future
F = First steps—or belief in the path forward
R = Resistance to change

In a world where change keeps coming faster, this simple formula may be more useful than ever.