Chief Change Officer

Part One.

Welcome to a special three-part series with Colin Savage. we’ll dive into Colin’s fascinating journey as a self-proclaimed change addict turned change guru. Colin’s career spans continents, cultures, and industries—seven countries lived in, seven more seconded to, and projects in over 70 nations. From organizational transformation to personal reinvention, he’s mastered the art of embracing change and applying those lessons to life.

Here, we’ll explore the learning required for transformation—why Colin believes lifelong learning is outdated and skill stacking is the future. And finally, we’ll tackle AI, human intelligence, and why every one of us needs a personal AI strategy.

Buckle up—this one’s a ride!

Chasing Novelty vs. Finding Purpose

“It’s easy to leap into new opportunities just because they look exciting. But what’s the endgame? Without a deeper reason or plan, chasing novelty can leave you with unfinished experiences and a string of ‘almost-there’ moments. Purpose turns adventures into meaningful chapters.”

Addicted to Change: Thrill or Trap?

“Addiction to novelty isn’t inherently bad—it pushes boundaries and opens up opportunities. But unbridled chasing without reflection or completion risks shallow experiences. The key? Balancing the thrill of change with the discipline to extract value from every leap.”

Change as a Tool, Not a Fix

“Change for the sake of novelty often leads to dissatisfaction. Instead, approach change as a tool for growth, not a quick fix. Thoughtfully evaluate your motives, assess your readiness, and embrace change as a means to align with your purpose—not as an escape from discomfort.”

Japan: A Surprising Example of Measured Change

“Even in traditionally conservative cultures, like Japan’s life insurance industry, meaningful change can thrive. Success here came not from disruption but from careful planning, patience, and conversations that built consensus. Change, when handled thoughtfully, can flourish even in the most traditional environments.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part Two.

Ever left a toxic boss or workplace, hoping for a fresh start, only to land in the same chaos at your new job? It’s a frustratingly common cycle.

The truth is, office politics are everywhere. From power plays and subtle maneuvers to that colleague who always seems to win, navigating workplace dynamics can be exhausting.

In this two-part series, leadership expert Jennifer Selby Long joins me to unpack why office politics happen, how some people thrive in politically charged environments, and why others struggle. We’ll explore toxic cultures, power dynamics, and the hidden forces shaping your work life—and how to navigate them without losing yourself along the way.

Feeling stuck or burned out? These episodes are packed with relatable stories and actionable insights to help you take your next step forward.

Talent vs. Tactics: Why Performance Alone Doesn’t Guarantee Success

“In corporate environments, it’s often not the most skilled or hardworking employees who thrive—it’s those adept at navigating office politics. Top performers may drive results, but their brilliance can threaten insecure leaders, creating a system where political tact outshines true talent.”

The Right Culture for the Right Person

“Some thrive in competitive political environments; others find them draining. The key is identifying whether your personal interests align with the culture around you. The fit matters more than fighting a system that may not suit you.”

No Permanent Friends, No Permanent Enemies—Just Interests

“Drawing from the wisdom of Martin Luther King’s attorney, Clarence Jones: the game of politics is about aligning interests, not forging everlasting alliances. Understanding this can shift how you approach your workplace dynamics.”

Burnout and Disengagement: The Fallout of Neglecting Talent

“When talent is neither respected nor recognized, it creates a workplace rife with disengagement and burnout. Organizations lose not just individuals but the potential for meaningful progress, leaving behind a culture where playing the game matters more than delivering value.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part One.

Ever left a toxic boss or workplace, hoping for a fresh start, only to land in the same chaos at your new job? It’s a frustratingly common cycle.

The truth is, office politics are everywhere. From power plays and subtle maneuvers to that colleague who always seems to win, navigating workplace dynamics can be exhausting.

In this two-part series, leadership expert Jennifer Selby Long joins me to unpack why office politics happen, how some people thrive in politically charged environments, and why others struggle. We’ll explore toxic cultures, power dynamics, and the hidden forces shaping your work life—and how to navigate them without losing yourself along the way.

Feeling stuck or burned out? These episodes are packed with relatable stories and actionable insights to help you take your next step forward.

Finding Your Ally Among the Majority

“In political environments, success hinges on securing a powerful ally. Aligning your interests with theirs and elevating them as a leader in your cause is essential if you plan to stay and thrive in such an environment.”

When Conversations Clash, Progress Pauses

“Business meetings often default to task-focused debates where differing perspectives turn into verbal standoffs. Rarely do teams pause to acknowledge the conflict and approach it constructively, missing opportunities to uncover deeper understanding.”

No Permanent Friends, No Permanent Enemies—Just Interests

“Drawing from the wisdom of Martin Luther King’s attorney, Clarence Jones: the game of politics is about aligning interests, not forging everlasting alliances. Understanding this can shift how you approach your workplace dynamics.”

Assumptions: The Silent Saboteur

“Most conflicts arise not from genuine disagreement but from unchecked assumptions about others’ motives or goals. Pausing to clarify and validate these assumptions can eliminate a significant portion of perceived conflict.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part Two.

I’m joined by Nellie Wartoft, someone I like to call the chief change officer behind change leaders. Originally from Europe, she’s spent years in Asia—especially Singapore—working across cultures. Now based in the U.S., Nellie is the founder and CEO of Tiger Hall, a tech-driven platform helping organizations navigate change more effectively.

This is part two of a two-part series.

Key Highlights of Our Interview:

Hating SharePoint and Finding a Better Way

“The inefficiency of tools like SharePoint highlighted a fundamental gap: employees struggling to align with HQ’s vision. Miscommunication bred resistance and fatigue, even when both sides had good intentions. The question arose—why can’t change communication be as engaging as social media or Spotify?”

The Universal Human Side of Change

“No matter where you are in the world, the human psyche reacts similarly to change—fear, chaos, uncertainty, and emotion are universal experiences. Change fatigue and resistance aren’t cultural anomalies; they’re deeply human responses shared across geographies.”

The Ego Factor: A Leadership Killer

“High-ego, high-fear leaders stifle transformation. They resist feedback, take criticism personally, and foster a top-down, do-as-I-say culture. Modern transformation demands collaborative leadership that embraces input, fosters trust, and thrives on dialogue—not outdated command-and-control styles.”

“Short-Term Results vs. Long-Term Vision”

“U.S. organizations prioritize quarterly results and trend-driven decisions, like the AI boom. Meanwhile, Asian companies often take a more measured, long-term approach, rooted in heritage and identity. Both approaches have their strengths but lead to vastly different paces of execution.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part One.

I’m joined by Nellie Wartoft, someone I like to call the chief change officer behind change leaders. Originally from Europe, she’s spent years in Asia—especially Singapore—working across cultures. Now based in the U.S., Nellie is the founder and CEO of Tiger Hall, a tech-driven platform helping organizations navigate change more effectively.

This is part one of a two-part series.

Key Highlights of Our Interview

More Cows Than People: The Swedish Small-Town Origin Story

“Growing up in a small village in southern Sweden—population: lots of cows, not many humans—instilled an early drive to explore bigger horizons. For professional and cultural reasons, leaving was a must.”

The McDonald’s Effect: Discovering Professional Passions

“The guest credits their time flipping burgers at McDonald’s as a pivotal moment in shaping their career. It was there they discovered their love for three key elements: a high-paced environment, the thrill of commercial success, and the art of leadership. These ‘professional addictions’ would become the foundation of every role they pursued.”

Resilience and Identity: Anchoring Yourself Beyond Titles

“Basing your identity on external factors like job titles or status is a risky game—what happens if they’re taken away? Instead, ground your sense of self in unshakable traits: hard work, learning, good intentions, or resilience. These are constants, no matter what life throws your way.”

Life of Adventure vs. Life of Leisure

“Challenging societal norms, the guest recounts a thought-provoking quote: ‘A life of leisure is hell, and a life of adventure and purpose is heaven.’ From childhood, we’re often told to seek rest and relaxation, but the guest argues that purpose and adventure are what truly give life meaning.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part Two.

In this 2-part series, we sat down with Robert MacPhee. From parking cars to co-piloting lives, Robert has gone full throttle with his best-selling book Living a Values-Based Life

Why are we so bad at knowing what we actually value? How can aligning your actions with your core values make work feel less like work? And why does he have such strong opinions about clarity?

Robert dishes out wisdom with a side of wit, helping us tackle life’s big questions with plenty of “aha” moments and a few laughs along the way.

Key Highlights of Our Interviews:

Why It’s So Hard to Define Our Own Values

“Most people’s initial list of values often reflects what they think others want to hear. We’re so conditioned to impress others or meet external expectations that it’s challenging to pause and ask: What truly matters to me? The real magic begins when we strip away external noise and align with our authentic priorities.”

“Clarity about values doesn’t just make personal life better—it’s transformative for work too. Aligning your actions with priorities like contribution or integrity can help you show up fully, even in challenging moments. That alignment makes work feel purposeful instead of draining.”

“Values aren’t set in stone—they evolve with life stages and circumstances. For instance, what mattered to you in high school may be worlds apart from what tops your list in your sixties or seventies. Life experiences, like becoming a parent or caring for aging loved ones, naturally shift our focus, making values an ongoing conversation, not a one-time declaration.”

“The importance of keeping your values front and center can’t be overstated. Whether on your phone, bathroom mirror, or bedside table, revisiting your values regularly keeps them aligned with your current life stage. A daily reminder to reflect, re-anchor, and adjust ensures your values stay relevant.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part One.

In this 2-part series, we sat down with Robert MacPhee. From parking cars to co-piloting lives, Robert has gone full throttle with his best-selling book Living a Values-Based Life

Why are we so bad at knowing what we actually value? How can aligning your actions with your core values make work feel less like work? And why does he have such strong opinions about clarity?

Robert dishes out wisdom with a side of wit, helping us tackle life’s big questions with plenty of “aha” moments and a few laughs along the way.

Key Highlights of Our Interviews:

A Masterclass with Jack Canfield

“I was fortunate to work closely with Jack Canfield, the co-creator of Chicken Soup for the Soul. Over nearly a decade, I learned invaluable lessons about personal development and training, which inspired me to branch out and develop my own concept—Excellent Decisions.”

Living a Values-Based Life

“My current focus, and the heart of my book, Living a Values-Based Life, is helping people clarify their most important values. Once they’re clear on those, they can create a life—and in many cases, a business—that truly aligns with what matters most to them.”

What Are Values, Really?

“At its core, values are what’s most important to us. They define how we want to show up in the world and guide the ways we choose to be. When we are clear about our values, they become a compass, fundamentally shifting how we navigate life and work."

Why Are Values So Hard to Define?

“Most people struggle to articulate their values simply because no one teaches them how. Schools don’t prioritize it, and while parents might model certain values, they often don’t have the tools to guide their children through truly understanding and clarifying their highest values. It’s not intuitive, and it’s certainly not a one-hour workshop—it’s a journey.”

Values Are More Than Ideals; They’re Tools

“Without clearly defined values, navigating life is like walking blindfolded. You may move forward, but without a compass, you risk heading in the wrong direction. Society constantly pushes external markers like money, cars, or houses as measures of success. But aligning goals with deeply personal values, like strengthening family relationships or contributing to a cause, brings fulfillment and focus.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Ral West is the kind of person you meet and immediately think, “Wow, she’s lived a life.” Over 40 years as an entrepreneur, her story is full of twists and turns.

In her mid-twenties, she took a leap and started her first business. That was just the beginning. For 25 years, she and her husband ran a charter air service between Alaska and Hawaii, flying wide-body jets. Eventually, they sold it to Alaska Airlines—a huge milestone, but not the end of her journey.

She’s owned small cruise ships, invested in real estate, and kept building.

And now? She’s helping other entrepreneurs figure out the same thing she did: how to run a business and have a life. Her story is inspiring, real, and packed with lessons for anyone chasing big dreams.

Challenging Generational Norms

“Early in my career, working for my father, I hit the glass ceiling. He came from a different generation, and his views were, let’s say, a bit old-fashioned. But I decided, ‘Thanks, Dad—I’ll take it from here.’ And I broke away to chart my own path.”

Juggling Act: The Exhausting Middle Years

“Between 35 and 55, I was stretched thin—running a business, raising young kids, volunteering. Sleep felt like a luxury. My health suffered, my marriage struggled, and I couldn’t do it all.”

The Breakthrough: Building Systems and Letting Go

“I learned the hard way that trying to do everything myself wasn’t sustainable. I created systems, implemented processes, and built a team I could trust. Using metrics and data-driven management, I structured my business so it could run smoothly—whether I was there or not.”

“Building systems, processes, and a reliable team didn’t happen overnight. It was years in the making. I started small—reading books like The E-Myth by Michael Gerber, going back to college, and studying with mentors like Robert Kiyosaki. Each step added a piece to the puzzle.”

Bite-Sized Delegation: Starting Small

“You don’t need massive financial success to start delegating. It starts with breaking down your daily tasks into bite-sized pieces and identifying what you can transfer to someone else.”

Turning Intuition Into Systems

“One of my toughest challenges was documenting decision-making processes—like when to increase advertising spend. It took weeks of introspection and trial and error before I realized I was relying on sales trends over a three-day period. Once I had clarity, I turned it into a system my team could follow, even when I wasn’t there.”

Creating Culture: Embodying Values and Principles

“It wasn’t just about systems and metrics; it was about building a team that shared my values. From customer service to feedback collection, we worked hard to create a culture that prioritized our principles.” 

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part Two.

Today’s guest is Erin Diehl, founder and CEO of Improve It, a company that uses improv to help teams grow and thrive. Like me, she’s also a top podcast host!

From a young age, Erin dreamed of becoming a talk show host. Why did she choose that path? And how did her journey lead her to combine improv and business?

I told Erin, “You’re in the business of joy.”

But beyond joy, we also talked about failure. Erin calls herself a “failfluencer”—a blend of failure and influence. This two-part series dives into her unique approach to joy, failure, growth, and learning.

Key Highlights of Our Interview:

WTF: Worst Terrifying Failure

“2020 was my crash course in failure. The pandemic forced our in-person business to pivot entirely online overnight. At the same time, I juggled new motherhood, supporting a recovering parent, and trying to keep my business afloat. It was my WTF moment: my Worst Terrifying Failure.”

This breakdown captures the essence of the MOVE ON methodology:

1. Marinate: Sit With It, Not In It

Failure isn’t something you can brush off overnight. Take the time to sit with your worst terrifying failure—your WTF story. Reflect deeply. Walk, journal, or simply allow yourself to process. It’s about feeling without rushing to fix.

2. Own It: Forgive and Face the Thought Worms

“Own your part in the failure, but more importantly, forgive yourself. We repeat 80% of our negative thoughts daily, so break that cycle. Recognize those thought worms for what they are and stop letting them dictate your story.”

3. Verify the Lessons: What Will You Take With You?

“Failure comes bearing lessons—two or three takeaways that you can carry forward. Identify what you’ve learned and how you’ll avoid the same pitfalls in the future. This step transforms failure into wisdom.”

4. Evaluate: What’s the Plan?

5. Observe the Growth: Prepare for the Next Chapter

6. Embrace Failure as Part of Change

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives

Part One.

Today’s guest is Erin Diehl, founder and CEO of Improve It, a company that uses improv to help teams grow and thrive. Like me, she’s also a top podcast host!

From a young age, Erin dreamed of becoming a talk show host. Why did she choose that path? And how did her journey lead her to combine improv and business?

I told Erin, “You’re in the business of joy.”

But beyond joy, we also talked about failure. Erin calls herself a “failfluencer”—a blend of failure and influence. This two-part series dives into her unique approach to joy, failure, growth, and learning.

Key Highlights of Our Interview:

Improv Meets the Corporate World

“I didn’t plan to merge improv and business. But during my nine-to-five at a recruiting firm, my nights were dedicated to stages at Second City and ImprovOlympic. Suddenly, I saw how listening, empathy, and quick thinking from improv transformed my work life. The dots connected.”

United We Innovate

“Pitching an improv workshop to United Airlines was a gamble, but it paid off—literally. What started as a passion experiment became a calling when United became my first paying client. Improv wasn’t just for the stage anymore.”

“That feeling of guiding someone toward growth is intoxicating. It’s a high I kept chasing, and the more I taught, the more I wanted to do it. Seeing others find joy became my own source of joy.”

From ROI to ROO: The Objective Shift

“We don’t measure ROI; we measure ROO—Return on Objective. Every engagement starts with a consult call to pinpoint your specific challenges and objectives, ensuring everything aligns with the participants’ needs.”

Connect with us:

Chief Change Officer: Make Change Ambitiously.

Experiential Human Intelligence for Growth Progressives