50 Influential Thought Leaders in Change Management

Introduction

If you want to understand the current state of change management, the most efficient thing you can do right now is follow the right people. Not simply the most prominent names. Not the voices that recycle familiar ideas in familiar formats. The researchers, authors, practitioners, and facilitators who are actually building the knowledge that organisations need to lead change better.

The stakes have never been clearer. Research consistently shows that approximately 70 percent of change initiatives fail to meet their objectives, with findings corroborated across studies by McKinsey, Gallup, and Prosci. A 2024 Bain analysis found that 88 percent of business transformations fail to achieve their original ambitions. Prosci's own benchmarking research provides the contrast: organisations with excellent change management practices are six times more likely to succeed than those with poor practices, achieving success rates of 73 percent compared to 39 percent.

This is not a marginal difference. It is the difference between transformation that delivers value and transformation that consumes resources and demoralises people before being quietly abandoned.

The human cost compounds the financial picture. A July 2024 Gartner survey of 473 HR leaders found that 73 percent said their employees were fatigued from change, and 74 percent said their managers were not equipped to lead change effectively. When the people doing the leading and the people being led are both at the limits of their capacity, the quality of change management knowledge and practice determines whether initiatives succeed or collapse under their own weight.

The people on this list were selected on three criteria. First, a substantive and documented contribution to the change management discipline through published work, recognised credentials, or a body of practice that has demonstrably shaped how organisations approach change. Second, active and current engagement with the profession through LinkedIn, podcasts, speaking, facilitation, or writing that connects their ideas to practitioner audiences right now. Third, genuine global reach and current relevance.

This list brings together voices from Australia, the United States, the United Kingdom, Canada, Ireland, India, Singapore, Sweden, France, Spain, and beyond, including both the foundational figures who built the frameworks and the practitioners currently advancing the field. Rather than recycling the same small set of names that appear on every list, the aim is to surface the voices that genuinely deserve to be widely known in this space.

For leadership teams navigating significant transformation, Jonno White works with organisations on the communication, alignment, and team dynamics that determine whether change actually lands. Jonno is a bestselling author, Certified Working Genius Facilitator, and keynote speaker who has worked with schools, corporates, and nonprofits around the world. Email jonno@consultclarity.org.

Why Change Management Matters: The Stakes

The 70 percent failure statistic for change initiatives is so widely cited that it risks becoming background noise. But behind every failed transformation are real organisations that invested real resources, real leaders whose credibility was staked on outcomes that did not arrive, and real people whose energy and commitment were consumed by programmes that came to nothing.

The reasons are consistent. Employee resistance and lack of management support are the two most commonly cited factors in change failure, according to McKinsey's research on what separates successful transformations from failed ones. Change fatigue is compounding the problem. A 2022 Capterra study found that 71 percent of employees, including 86 percent of those aged 16 to 24, feel overwhelmed by the amount of change at work.

Gartner's 2024 data found that 73 percent of HR leaders confirmed employee change fatigue as an active issue in their organisations, and 74 percent reported that managers are not equipped to lead people through it.

Digital transformation has added a new layer of complexity and scale. The same failure rates that apply to traditional organisational change apply equally to digital programmes. Seven out of ten digital transformation projects do not meet their objectives despite trillions in global investment, and the primary reasons are human rather than technical. The people on this list are building the knowledge and capability that better outcomes require.

The evidence is clear: change management is not a soft skill or an afterthought. It is the determining factor in whether investments in change deliver.

If your organisation is preparing for a significant change initiative, hire Jonno White to facilitate your leadership team offsite or keynote on team dynamics and communication. Email jonno@consultclarity.org.

How This List Was Compiled

Every person on this list was selected on three criteria. First, a substantive and documented contribution to the change management discipline through published work, recognised credentials, or a body of practice that has demonstrably influenced how organisations approach change. Second, active and current engagement with the field through LinkedIn content, podcasting, speaking, facilitation, or writing that connects their ideas to practitioner audiences right now. Third, genuine global reach and current relevance, not simply a historical reputation.

The list draws from voices across the Americas, the United Kingdom, Europe, and Asia-Pacific, to reflect the genuinely global nature of the change management profession. Rather than recycling the same handful of names that appear on every list, the aim is to bring together the voices that genuinely deserve to be widely known in this space alongside the foundational figures whose frameworks underpin the whole field.

The Architects of the Field

Change management as a discipline has a relatively short but rich intellectual history. The frameworks that most organisations rely on, including ADKAR, the Change Leader's Roadmap, and the body of knowledge built up through decades of practitioner research, were created by a small group of original thinkers doing ground-breaking work before most corporate change programmes existed. This category includes the people who built the foundations on which everything else in the field rests.

1. Peter F. Gallagher

Among the most decorated change management practitioners in the world, Peter F. Gallagher leads Saeculum Leadership and a2B Consulting, working exclusively with boards, CEOs, and senior leadership teams preparing for organisational transformation. He held the top position in the Thinkers360 global leaderboard for Change Management from 2020 through 2025 and was ranked fourth in the Global Gurus Top 30 Leadership Gurus for 2026.

His Leadership of Change series now spans 15 volumes, including the Change Management Handbook, pocket guides, and specialist leadership volumes, constituting one of the most comprehensive practitioner bodies of knowledge in the discipline. His a2B Change Management Framework provides a structured ten-step implementation approach applied across major international organisations. With more than 35 years of work across more than 35 countries, Gallagher's sustained output and recognised expertise have made him a defining figure in the global field.

2. Tim Creasey

Tim Creasey is the Chief Innovation Officer at Prosci, the global change management research and training organisation founded in 1994, and co-author with Jeff Hiatt of Change Management: The People Side of Change, one of the most widely read practitioner texts in the field. His work at Prosci spans more than two decades of research involving tens of thousands of organisations, forming what Prosci describes as the world's largest body of knowledge on managing the people side of change.

His recent work on human-centred AI in change contexts, presented at the ACMP Global conference in Orlando in 2026, reflects a practitioner actively advancing the discipline into new territory. He speaks to professional audiences globally and his LinkedIn content generates substantive ongoing engagement from the change community, making him one of the most consistently accessible practitioner voices in the field.

3. Jeff Hiatt

Jeff Hiatt is the founder of Prosci and the creator of the ADKAR model, the most widely applied individual change model in the world. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, providing a structured framework for diagnosing where individuals are in their change journey and targeting support accordingly. Prosci has certified over 100,000 change management practitioners in the ADKAR methodology, and the model has been adopted by tens of thousands of organisations globally.

His foundational research, conducted through surveys of thousands of organisations over multiple decades, established the empirical basis that modern change management practice builds on. His co-authored book Change Management: The People Side of Change with Tim Creasey remains essential reading for practitioners at every experience level. His founding of Prosci created the institutional infrastructure through which much of the field's practitioner development now flows globally.

4. Linda Ackerman Anderson

Linda Ackerman Anderson is co-founder of Being First and co-author with Dean Anderson of Beyond Change Management: How to Achieve Breakthrough Results through Conscious Change Leadership and The Change Leader's Roadmap: How to Navigate Your Organisation's Transformation, both published by Jossey-Bass/Pfeiffer in their second editions. Jim Kouzes, co-author of The Leadership Challenge, has described the two as the leading authorities on change leadership and organisation transformation.

With more than 40 years of experience facilitating transformational change in Fortune 1000 organisations, governments, the military, and large nonprofits, Ackerman Anderson developed the nine-phase Change Leader's Roadmap methodology and has hosted the Ask Dr. Change podcast. Her work specifically addresses the inner dimension of transformation: the mindset shifts, cultural development, and leadership capability building that most change programmes treat as secondary.

5. Dean Anderson

Dean Anderson is co-founder of Being First and co-author of Beyond Change Management and The Change Leader's Roadmap with Linda Ackerman Anderson. His contribution to the field is specifically in transformational change leadership: the idea that sustainable organisational transformation requires leaders to develop new mindsets and behaviours rather than simply implementing better processes.

His work over more than 40 years draws a practically important distinction between developmental, transitional, and transformational change, helping leaders understand which type of change they are actually leading and what that requires of them. Anderson has helped shape how the field understands the difference between change that rearranges the current system and change that genuinely alters how an organisation operates.

6. Esther Cameron

Esther Cameron is the founder of Cameron Change and co-author with Mike Green of Making Sense of Change Management, now in its sixth edition from Kogan Page, which has become the most widely used academic and practitioner text in the discipline. Her 30 years of consulting experience includes work with Shell, Tata Steel, and multiple British government departments.

The sixth edition of Making Sense of Change Management introduces a regenerative framing that situates organisational change within broader environmental and social systems, reflecting Cameron's view that the field must evolve beyond purely internal organisational concerns. Her work consistently bridges the gap between change management theory and its practical application across public, private, and third-sector contexts with a clarity that has made the co-authored text a standard reference across continents.

7. Mike Green

Mike Green is co-author with Esther Cameron of Making Sense of Change Management and a Visiting Executive Fellow at Henley Business School, where he has delivered accredited programmes in change management to senior managers and change agents across the UK, Africa, and the Middle East. His consultancy Transitional Space specialises in change management, leadership development, and individual and team coaching.

Green's contribution is both scholarly and practically grounded. His work with organisations across the UK, Africa, and the Middle East brings a geographic diversity to his perspective that enriches the frameworks he has developed with Cameron. For practitioners seeking a comprehensive, evidence-grounded foundation in change management theory and tools, Making Sense of Change Management remains the most complete starting point available.

8. Daryl Conner

Daryl Conner is one of the foundational figures in change management globally, having spent more than 45 years educating and advising senior leaders and veteran practitioners across hundreds of organisations. The founder of Conner Advisory and Conner Partners, his 1993 book Managing at the Speed of Change, published by Random House, was ground-breaking in its time and remains relevant: his analysis of human resilience, commitment, and the social architecture of change introduced concepts that the field still draws on.

Conner's more recent work through Conner Academy, a methodology-agnostic learning environment for experienced internal and external change professionals, reflects a practitioner who has continued to develop his thinking rather than simply maintaining a historical legacy. His LinkedIn activity and ongoing writing reflect sustained engagement with the profession he helped define over more than four decades of original contribution.

Research and Evidence Builders

Change management at its best is an empirical discipline. The people in this category are generating the evidence base: researchers, data-driven practitioners, and academic voices whose work informs better decisions about how to plan, lead, and sustain change at scale.

9. Deborah Rowland

Deborah Rowland is the founder of Still Moving and one of the most rigorous research-oriented voices in the field. Her 2017 bestseller Still Moving: How to Lead Mindful Change combined original research with more than 30 years of leading transformation inside organisations including Shell, Gucci Group, BBC Worldwide, and PepsiCo. Her 2025 book From Ought to Is: Catalysing Change and Movement in a Polarised World, published by Wiley, addresses how leaders can generate genuine movement in complex, contested environments.

Rowland's combination of field experience and original research makes her one of the most credible voices on what actually succeeds in large-scale transformation. Her LinkedIn content consistently engages with the human, relational, and mindful dimensions of change that more process-heavy frameworks tend to undervalue, and she coaches CEOs and institutional leaders globally from her base in the UK.

10. Scott Anderson

Scott Anderson is Senior Principal, Research and Analytics at Prosci, where he leads the firm's benchmarking and practitioner research programmes. With a doctorate in communication studies from the University of Texas at Austin and more than 15 years of experience leading change in IT, nonprofit, and higher education sectors, Anderson brings a rigorous analytical approach to understanding what successful change management looks like across thousands of organisations.

His 2025 Prosci research examining the experiences of more than 1,500 frontline employees, team leaders, and executives through change initiatives produced data that challenges widely held assumptions about where resistance originates and what organisations can do about it. His LinkedIn content brings Prosci's research findings to practitioner audiences in immediately applicable ways.

11. Vijay Govindarajan

Vijay Govindarajan, known as VG, is the Coxe Distinguished Professor at the Tuck School of Business at Dartmouth and one of the most cited academics on strategy and organisational transformation globally. His Three Box Solution framework, introduced in the book of the same name from Harvard Business Review Press, addresses one of the most difficult challenges in change management: how organisations can simultaneously optimise their current business, selectively abandon past practices, and invest in genuinely new directions.

His most recent book Fusion Strategy, co-authored with Venkat Venkataraman and published by Harvard Business Review Press in 2024, extends this thinking into the AI and digital era. VG's frameworks directly address the organisational change problem at the heart of most transformation failures: the structural inability to pursue future and present simultaneously. His LinkedIn activity and advisory work remain consistently engaged with the current challenges of organisational transformation.

12. Naomi Stanford

Naomi Stanford is an author, practitioner, and international consultant in organisational design and change, and the author of Organization Design: The Practitioner's Guide in its third edition from Routledge and Organization Design: Engaging with Change. Her work bridges organisation design and change management in a way that practitioners frequently find missing in both literatures, being specific about how structure, culture, and change interact, and why getting the design right is a prerequisite for making change stick.

With consulting experience across the private and public sectors internationally, Stanford writes with the authority of someone who has worked on organisation design challenges in a wide variety of contexts. Her practical frameworks and accessible writing have made her a reliable resource for HR professionals and operational leaders working on major structural change, organisational restructuring, or post-merger integration programmes.

13. D. Lynn Kelley

D. Lynn Kelley is the author of Change Questions: The Keys to Implementing Organisational Change That Sustains, a practitioner framework developed through decades of executive leadership including a senior vice-president role at Union Pacific Railroad. Her approach develops the investigative thinking that produces genuinely contextualised change plans rather than prescribing a universal methodology, and has demonstrated a sustainment success rate of upwards of 90 percent in reported applications.

Kelley's contribution reflects a key insight: most change management frameworks are better at prescribing activity than at developing the thinking that produces genuinely contextualised plans. Her Change Questions model, which requires leaders to develop a tailored approach for each initiative through structured inquiry, is a distinctive contribution in a field that can be over-reliant on templates. She has presented at Hands-on Agile 2025 and through the Change Management Review community.

14. Erika Andersen

Erika Andersen is the founding partner of Proteus and a Forbes contributor whose work addresses the psychology of change readiness: the capacity of leaders and organisations to embrace learning new things even when that process is uncomfortable and temporarily humbling. Her 2016 book Be Bad First: Get Good at Things Fast to Stay Ready for the Future makes the case that willingness to be a beginner at something new is among the most important but least developed leadership skills in the face of continuous change.

With more than 35 years of experience and senior clients including Amazon, Disney, Spotify, and the Yale School of Public Health, Andersen brings a practical coaching perspective to questions that are often treated as too intangible to address directly in change programmes. Her LinkedIn content is consistently original and practically grounded for leaders navigating the human dimensions of transformation.

Senior Practitioners Who Built the Methods

Some of the most important contributions to change management come from practitioners who have spent careers inside organisations leading change from the inside, and then distilled that experience into frameworks, certifications, and methods that others can learn from. This category includes people who have done both the work and the rigorous distillation.

15. Melanie Franklin

Melanie Franklin is one of the most prolific practitioners in change management globally. As the founder of ChangeabilityPro, the former Co-Chair of the Change Management Institute UK, and the Chief Examiner for both the Agile Change Agent and Neuroscience for Change certifications from APMG International, she occupies an unusual position: a practitioner who also shapes the professional standards and qualifications by which others are trained and assessed.

Her 10-book body of work, including Agile Change Management in its second edition from Kogan Page, is among the most comprehensive integrations of agile principles into change practice available. In 2025, she launched the Neuroscience for Change certification, adding a brain-science lens to practitioner development. Her work consistently addresses the capability gap between knowing what good change management looks like and having the actual skills to deliver it under organisational pressure.

16. Siobhan McHale

Siobhan McHale is the author of two significant books on organisational change. The Insider's Guide to Culture Change, published by HarperCollins Leadership in 2020, was named Best Business Book of 2021 by Soundview. Her 2024 follow-up The Hive Mind at Work: Harnessing the Power of Group Intelligence to Create Meaningful and Lasting Change, also from HarperCollins Leadership, introduces Group Intelligence as a third dimension alongside IQ and EQ, arguing that organisations are best understood as complex ecosystems rather than machines or social networks.

McHale's credibility is grounded in her insider experience as the executive in charge of transformation at ANZ Bank during a seven-year programme that transformed it from the lowest-performing to one of the highest-performing and most admired banks in Australia. Based in Australia and working across four continents, her practitioner voice gives her frameworks an authority that purely academic treatments of the same territory cannot replicate.

17. Jenelle McMaster

Jenelle McMaster is the EY Regional Deputy CEO and People and Culture Leader for Oceania, with more than 20 years of consulting in transformation, change management, leadership, and HR. She previously led the workforce advisory business of EY across Asia Pacific. She is the host of the Change Happens podcast, featured on Apple Podcasts as Australia's number-one management podcast and ranking in the top 20 management podcasts internationally across multiple countries.

McMaster's contribution comes from her dual perspective: leading change strategy from the top of a major professional services firm while simultaneously hosting one of the most substantive practitioner conversations about what actually works. Her LinkedIn engagement among C-suite and senior leaders in the Asia Pacific region is among the highest in the change management space, making her one of the most visible change voices in the region.

18. Theresa Moulton

Theresa Moulton is the founder and Editor-in-Chief of Change Management Review, a global professional development and media firm serving organisational change and OD communities. With more than 25 years of consulting, executive coaching, and business-building experience across financial services, manufacturing, higher education, and government, she is one of the most connected figures in the global change management community.

Her Coaching Skills for Change Management Professionals Certificate and the AI Change Impact Lab certification reflect active engagement with how the discipline needs to evolve in response to new challenges. She serves on the ACMP Global and ICF Global Task Force, has been a guest speaker at the IBM Center for Business Value, Babson College, and ACMP Global, and ran her own change management firm for 17 years before founding Change Management Review.

19. Gail Severini

Gail Severini is a senior change leader with a career spanning Symphini Change Management, Canada Post, Innovapost, and major financial services and retail organisations, bringing deep experience in target operating model transformation, IT-enabled change, and large-scale organisational transition across Canadian private and public sector contexts.

Her blog Change Whisperer built a genuine following in the professional community for its frank, practitioner-grounded perspectives on what makes change programmes work or fail. She is one of the more rigorous voices on the intersection of strategy execution and change management, consistently asking whether change initiatives are delivering what was promised rather than what was planned. Her contributions to the ACMP community reflect a practitioner who takes the quality of change practice seriously.

20. Jill Birch

Jill Birch is the founder and CEO of BirchGrove Inc. and a former CEO with decades of C-suite experience across corporate and nonprofit settings. She researched relational leadership for her PhD from Griffith University in Australia. Her 2024 book The Compassion Advantage: 7 Practices to Lead Stronger, More Successful Teams extends her thinking on relational leadership into practical leadership guidance for change contexts.

Birch's work addresses what she identifies as the most common leadership blind spot in change programmes: the systematic underestimation of relationship quality as a driver of change success. Her coaching and consulting work with senior leaders who want to combine hard-earned authority with relational skills has been featured at the Change Leadership Conference 2026 in Toronto, among other professional platforms. She works with leaders globally from her Canadian base.

21. Yvonne Ruke Akpoveta

Yvonne Ruke Akpoveta is the founder and CEO of The Change Leadership, and a change management strategist with more than 20 years of experience working globally with professionals, executives, and organisations. She is a Change Management Strategist, Change Leadership Advocate, and one of the most active voices in the profession on what change management needs to reinvent about itself in the face of AI, digital disruption, and the evolving future of work.

Her work on reimagining change management, including her Change Management Reinvented community series and her podcast Change Leadership Conversations, consistently challenges practitioners to question whether the frameworks they rely on are fit for the speed and complexity of current environments. Based in Canada with global reach, she brings perspective from North American, European, and African contexts and is a regular contributor to the Change Management Review ecosystem.

22. Michael Leckie

Michael Leckie is the founding partner of Silverback Partners and the author of The Heart of Transformation: Build the Human Capabilities That Change Organisations for Good, published by Kogan Page in 2023. A former Chief Learning Officer for Digital Industrial Transformation at General Electric and former Managing Vice President at Gartner, Leckie brings the authority of someone who has led transformation inside complex global organisations.

His core argument in The Heart of Transformation is that technology does not transform organisations: people do. The book challenges the assumption that better change management process is the answer, arguing instead that developing specific human capabilities, including exploration, sensemaking, and genuine connection, is the actual engine of sustainable transformation. The book has been adopted widely in executive education and continues to reach change leaders globally.

Authors and Thinkers

Some of the most important thinking in change management arrives in book form: frameworks and arguments that reach practitioners who would not otherwise encounter the ideas through conferences or podcasts. The people in this category have produced works that have genuinely altered how practitioners and leaders think about change.

23. David Nour

David Nour is the CEO of The Nour Group and the author of 12 books including Relationship Economics in its third edition from Wiley and Curve Benders: How Strategic Relationships Can Power Your Non-Linear Growth in the Future of Work, co-authored with Lin Wilson, also from Wiley. He is an adjunct professor at Goizueta Business School at Emory University and a Thinkers50 Radar Class of 2021 member.

Nour's contribution to the change management conversation is through the relational dimension of transformation: his argument that the quality and strategic intentionality of the relationships leaders build is one of the most underrecognised determinants of change success. His Curve Benders framework identifies the relationships that fundamentally alter an individual's or organisation's trajectory, providing a distinctive lens for understanding how to build the human infrastructure that transformation requires.

24. Brendon Baker

Brendon Baker is the founder of Mecro Group and the author of Valuable Change: What You Need to Know to Ensure Your Change Pays Off. Based in Canberra, Australia, he has consulted on more than $11 billion in transformation projects across public infrastructure, aged care, government, and technology. Named among the top 12 change leaders to watch internationally in 2024, he is one of the more vocal advocates for simplification within change management.

Baker's core argument is that the change management profession has overcomplicated itself and paid a significant price in organisational credibility and business impact. His framework and his active LinkedIn content consistently return to the question of what actually delivers value in a change programme, stripping away bureaucratic complexity to focus on the human dynamics that determine whether change lands or fails.

25. Leandro Herrero

Leandro Herrero is the CEO and Chief Organisation Architect of The Chalfont Project, an international firm of organisational architects headquartered in Beaconsfield, UK. As the creator of Viral Change, a people mobilising platform and large-scale behavioural change methodology, he has pioneered an approach that challenges the conventional top-down model of change management by spreading change through informal networks and peer-to-peer influence rather than mandate and compliance.

The author of six management books including Viral Change and Homo Imitans, Herrero is also an Executive Fellow at the Centre for the Future of Organisation at the Drucker School of Management. His Daily Thoughts blog, published every day and subscribed to by practitioners globally, and his active LinkedIn presence make him one of the most consistent content producers in the global change management community. A clinical psychiatry background gives his thinking on human behaviour a distinctive evidence-based foundation.

26. Braden Kelley

Braden Kelley is a LinkedIn Top Voice, keynote speaker, and author of Charting Change in its second edition from Palgrave Macmillan, and the creator of the Human-Centered Change methodology and the Change Planning Toolkit, a visual and collaborative suite of tools designed to help organisations improve their odds of beating the 70 percent change failure rate. He holds an MBA from London Business School and has worked in innovation, digital transformation, and organisational change across England, Germany, and the United States.

His writing for publications including The Washington Post, Wired, and The Atlantic, combined with his Human-Centered Change and Innovation blog and weekly newsletter, has built a substantial practitioner following. His approach is distinctive in its emphasis on making change planning more visual, collaborative, and human-centred, producing frameworks that teams can use together rather than processes that change managers apply to them from the outside.

27. Francine Beleyi

Francine Beleyi is a bilingual French-English Fractional Change Leader and LinkedIn Top Voice for 2024 and 2025, working at the intersection of human transformation and AI-driven change. With 25 years of international experience spanning Africa, Europe, the Middle East, and Asia, she has delivered leadership and change initiatives for more than 4,000 leaders, partnering with organisations including UNIDO, ING, TotalEnergies, AXA, BNP Paribas, and NatWest.

The founder of Nucleus of Change and a keynote speaker working in both French and English, Beleyi has focused her recent work on the specific leadership challenge that AI acceleration creates: helping leaders define their unique human role when technology handles execution, reclaim agency in the face of technological disruption, and align their identity with values and purpose rather than tasks. Her geographic and linguistic reach makes her one of the more genuinely global voices in the field.

28. Niamh O'Keeffe

Niamh O'Keeffe is a leadership advisor, established author, and the founder of First100 and The Prosper Leadership Academy. The author of Future Shaper: How Leaders Can Take Charge in an Uncertain World, published by Kogan Page, and Your First 100 Days: How to Make Maximum Impact in Your New Leadership Role, published by Pearson, she has spent more than 25 years advising chief executives at global corporations including Accenture, Microsoft, and Oliver Wyman Group.

Her Future Shaper framework addresses one of the most fundamental change management challenges: how leaders develop the personal capabilities to navigate AI-driven disruption, technological uncertainty, and rapidly shifting business environments. Her framework has been endorsed by the Head of Thought Leadership at the World Economic Forum, reflecting the scope of its intended audience among C-suite leaders navigating the current period of transformation.

The Behavioural Science and Coaching Cohort

Change management has increasingly intersected with behavioural science, neuroscience, and coaching. The people in this category bring those lenses to bear on how organisations understand, support, and sustain people through change, addressing the human interior of transformation rather than only its external architecture.

29. Edwina Pike

Edwina Pike is the founder of Pike Squared and a practitioner who describes herself as a disruptor of organisational behaviour change. Her work applies behavioural science, including insights from anthropology and child development, to the question of how people actually change rather than how organisations expect them to change. She is known for simplifying complex dynamics and for challenging the assumption that more sophisticated process automatically produces better outcomes.

Her presentations at Change Management Review conferences, including Lead Change 2023, and her ongoing work in behavioural change consistently challenge the inherited frameworks of the profession. Her focus on brain-based approaches positions her at the intersection of change management and applied psychology, asking whether the models match how human cognition and social dynamics actually work rather than how planners wish they did.

30. Grant Van Ulbrich

Grant Van Ulbrich holds a doctorate and is the creator of the SCARED SO WHAT model, a research-based framework that supports people in learning to manage personal change during an organisational change initiative. His model addresses the psychological experience of change at the individual level, providing both practitioners and leaders with a tool for understanding where people are in their response to disruption and what kinds of support will help them move forward.

The SCARED SO WHAT model has a track record of helping organisations develop greater empathy and precision in how they support individuals through change, moving beyond generic stakeholder engagement plans to genuinely personalised psychological support. Van Ulbrich has presented at change management conferences including through the Change Management Review community, contributing a distinctive individual-level psychological perspective to a field that often focuses at the organisational level.

31. Sue Noble

Sue Noble is a UK-based change management practitioner and co-author, alongside Amy Tarrant, of a body of work focused on coaching skills in change management. Their collaboration, featured at the Lead Change 2023 conference and through the Change Management Review community, addresses a capability gap that practitioners and organisations consistently identify: the lack of coaching competency among change managers, and the transformative difference coaching skills make to the quality of conversations practitioners have with sponsors, managers, and employees.

Noble's work reflects the broader recognition in the profession that change management is not purely a project management and communications discipline. The relational and conversational capabilities of change practitioners are often the determining factor in whether an initiative builds genuine commitment or merely achieves surface compliance during the most critical phases of a transformation.

32. Amy Tarrant

Amy Tarrant is a UK-based practitioner and co-author with Sue Noble of research focused on coaching people through organisational change. Her work, shared through the Change Management Review community and at international conferences, addresses the practical application of coaching tools and techniques within change management contexts for practitioners who are not necessarily formally trained coaches but who recognise the value of coaching approaches in the conversations that make or break a change programme.

Tarrant's contribution sits within a growing movement in the profession to recognise that interpersonal skills are as important as process expertise. Her collaboration with Sue Noble is among the more rigorous practitioner-led bodies of work on how coaching approaches improve the quality of change facilitation, particularly in high-stakes conversations with resistant or uncertain senior stakeholders.

33. Aneace Haddad

Aneace Haddad is a Singapore-based leadership coach and consultant whose book The Eagle That Drank Hummingbird Nectar addresses the connection between personal transformation and organisational change. His work focuses on mindful leadership, resilience leadership, culture change, and the inner dynamics of transformation, arguing that leaders who have not engaged seriously with their own development are fundamentally limited in their capacity to lead genuine transformation in others.

Haddad has pioneered research and curriculum that brings together mindful leadership, resilience, and team performance in ways that address the human interior of change rather than its external process. His work is particularly relevant in contexts where change programmes are disrupted by leadership ego, defensiveness, or the inability of senior leaders to genuinely model the change they are asking others to make. He works globally from his base in Singapore.

34. Tobias Sturesson

Tobias Sturesson is a Sweden-based speaker, coach, and host of the Leading Transformational Change podcast, which focuses on the principles and practices necessary for successful large-scale change initiatives. His work centres on ethical leadership and the building of cultures of integrity as prerequisites for genuine and sustainable transformation in organisations of all sizes and sectors.

Sturesson's contribution to the global change management conversation is his consistent attention to the moral and cultural dimensions of transformation: the argument that how organisations pursue change, not just whether they achieve their stated objectives, determines whether outcomes are genuinely positive for the people involved. His podcast brings together international practitioners and leaders from across sectors to explore the human dimensions of leading change.

35. Lydia Carew

Lydia Carew is the Research, Insights and Advocacy Lead at the Change Management Institute and an Accredited Change Master with more than 20 years of experience leading and advising on complex transformation. Based in Canada, she works within the professional body that underpins change management accreditation and practice standards for practitioners globally.

Carew's work at the intersection of research, professional standards, and practitioner development makes her one of the more important connective voices in the field: she brings together the academic evidence base, professional accreditation standards, and the practitioner community in a way that few individuals are positioned to do. Her contributions to the Change Leadership Conference 2026 in Toronto and her ongoing advocacy work through CMI reflect a practitioner committed to advancing the profession's evidence base alongside its standards.

The Asia-Pacific Cohort

Australia has quietly become one of the most active and innovative practitioner communities in global change management, with a cluster of voices building genuinely distinctive thinking on agile change, futures-oriented approaches to the profession, and the human dimensions of transformation. This category brings together some of the most influential Australian and Asia-Pacific voices currently active in the field.

36. Jess Tayel

Jess Tayel is the founder of the Transformation Leadership Institute and was ranked number-one Global Thought Leader in Transformation Leadership by Thinkers360 in 2025. She is a Gold Winner of Coach of the Year at the Stevie Awards in 2024 and a LinkedIn Top Voice since 2024. Her work focuses on developing change and transformation leaders from the inside out, building the capability, positioning, and confidence that allows practitioners to become genuinely influential rather than merely technically competent.

Through the Transformation Leadership Institute's pathway membership programmes, Tayel has created one of the more structured and scalable pathways for practitioners who want to build both their capability and their professional positioning. Her LinkedIn content consistently engages with the psychological and career dimensions of transformation leadership that most change management communities tend to underaddress.

37. Jen Frahm

Jen Frahm holds a PhD in Management and is the co-founder of the Agile Change Leadership Institute. She is the author of Conversations of Change: A Guide to Implementing Workplace Change and has been listed among Change Management Review's five next-generation thought leaders and Change Source's top 20 change visionaries. Based in Melbourne, she brings a practitioner-researcher perspective combining academic rigour with practical delivery experience across diverse industries.

Her work focuses on change communication as a discipline in its own right: the conversations, relationships, and communication systems that determine whether a change programme builds genuine understanding and commitment or generates announcement fatigue. Her podcast Conversations of Change has extended that focus to a global practitioner community built over more than a decade of sustained engagement.

38. Lena Ross

Lena Ross is the co-founder of the Agile Change Leadership Institute and the author of Hacking for Agile Change, published in 2017, and Change Management The Essentials, published in 2020. An accredited neuro-coach and experienced change consultant based in Melbourne, she has been a consistent voice in the Australian and global change management community on applying agile principles to change in a way that is genuinely practical rather than framework-compliant.

Ross's contribution is focused and accessible: her work helps change practitioners apply contemporary thinking about agility, neuroscience, and design thinking to the day-to-day challenges of managing change in organisations that are moving faster than their change management practices can accommodate. Her online microcredentials extend that work to a global practitioner audience at all experience levels.

39. Temre Green

Temre Green holds a doctorate and is the General Manager of Change Management at Seven Consulting, one of Australia's most respected change management consultancies. She has led large change teams in corporate settings responsible for annual transformation investment programmes of $150 million and above, and has designed and led programmes driven by innovation, growth, compliance, regulations, restructures, and economic disruption.

Known in the Australian change management community for her expertise in delivering genuine adoption rather than technical delivery, Green's research into the connection between change management quality and workforce wellbeing makes her one of the more distinctive voices on the intersection of change and people care. Her work on the psychological safety and mental health dimensions of change delivery has generated substantive engagement from practitioners internationally.

40. Elissa Farrow

Elissa Farrow is an award-winning futurist, social scientist, and strategist who led the Change Management Institute's Futures of Change research project, involving nearly 700 participants globally and more than 18,000 data points. The research examined how change management as a discipline needs to evolve in response to AI, distributed work, and increasing complexity. Based in Queensland, Australia, Farrow is also a co-author with Harold Kerzner of a white paper on project team engagement in human-AI hybrid teams.

Farrow's work consistently addresses the futures that change practitioners need to be preparing for rather than only the practices that have worked historically. She holds awards from the Queensland Change Management Institute Chapter and the PMI Australian Chapters, is a recognised member of the Association of Professional Futurists, and brings a combination of practitioner credibility and formal futurist training that is unusual in the change management profession.

Voices Expanding the Frontier

This category brings together practitioners and thinkers whose work is extending the boundaries of change management into adjacent fields, new geographies, and new challenges, including the intersection of AI, coaching, emotional intelligence, and professional development.

41. Jahanzaib Shaikh

Jahanzaib Shaikh is the co-founder and CEO of Knockri, an AI-powered platform transforming hiring and promotions by reducing bias and improving efficiency, and a global thought leader on AI and equal opportunity. He has served on the World Economic Forum's Global Council on Equality and Inclusion, was nominated as a NexGen CEO by the Business Council of Canada, and has been named among HRD Magazine's most promising young HR professionals.

Shaikh's contribution to the change management conversation is at the intersection of technology adoption, ethical AI, and organisational change: specifically, how organisations navigate the complex change management challenge of implementing AI systems that affect people's working lives, careers, and opportunities. His work has been recognised with awards from Ascend and the AUSCAN Forum, and he is a featured speaker at the Change Leadership Conference 2026 in Toronto.

42. Nancy Murphy

Nancy Murphy is a change leadership coach and speaker whose career has focused on the behavioural and attitudinal shifts leaders need to make to lead change effectively. She has built a reputation for addressing what others in the change management community are sometimes reluctant to say directly: that many leaders actively undermine change programmes through the way they handle uncertainty, resistance, and ambiguity.

Murphy's practical orientation focuses on the gap between what leaders say they value and what their behaviour under pressure actually communicates. Her writing and podcast appearances for the Change Management Review ecosystem address the real leadership challenges that practitioners encounter when working with senior leaders who are not modelling the change they are sponsoring, and she brings a coach's directness to topics that change programmes often treat as too sensitive to raise.

43. Will Scott

Will Scott is a culture and change consultant whose work centres on the thesis that culture is not something built after strategic decisions are made: it is the medium through which all strategic decisions and change programmes either succeed or fail. His work addresses how leaders can be more intentional about culture from the earliest stages of a change initiative rather than treating it as a secondary implementation consideration.

Scott's insights on how to lead culture as a lived experience rather than a values statement resonate with leaders who have experienced the frustration of culture programmes that produce documentation and offsite conversations but not genuine behavioural change. His contributions to the Change Management Review community reflect a practitioner whose observations are drawn from direct organisational experience across sectors.

44. Leslie Ellis

Leslie Ellis holds the Certified Change Management Professional designation, is a member of the ACMP community, and is a practitioner and educator in change leadership who has been featured at the Lead Change 2023 conference through Change Management Review. Her work addresses the mindset shifts required for change practitioners to move from operational change management into more strategic change leadership roles within organisations.

Ellis's practical content focuses on the evolution that change management professionals need to undergo as organisations increasingly expect change capability at the leadership level rather than simply in specialist functions. Her conference work and professional development contributions reflect a practitioner engaged with the systemic development of the change management profession and its role in building organisational capability for continuous transformation.

45. Emma Weber

Emma Weber is an Australia-based author and learning and change specialist, and the author of Turning Learning into Action: A Proven Methodology for Effective and Sustainable Behaviour Change in the Workplace, published by Kogan Page. Her work addresses one of the most persistent gaps in organisational change management: the failure of learning and development programmes to produce durable behavioural change that survives the return to the workplace.

Weber's Turning Learning into Action methodology provides a structured approach to following up on training and development interventions to ensure that learning actually translates into changed workplace behaviour over time. Her work directly addresses the change management challenge at the point where most initiatives lose momentum: the transfer from awareness and knowledge into consistent new practice, which is where most change programmes fall short of their objectives.

46. Alexandra Hartman

Alexandra Hartman is an AI and change leader and strategist who has contributed to ACMP community conversations about the intersection of AI and change management practice. Her work focuses on how change management practitioners can use data and AI tools to evaluate change impact and organisational readiness more rigorously, providing practitioners with more evidence-based approaches to questions of stakeholder analysis and change saturation that have traditionally relied on practitioner intuition and experience.

Hartman's contributions address a gap that is becoming increasingly urgent as organisations both deploy AI systems and simultaneously need to use those systems to help manage the change that deployment creates. Her LinkedIn content engages with how practitioners are integrating AI tools into their change management practice without losing the human-centred orientation that makes change management effective in the first place.

47. Vanessa Druskat

Vanessa Druskat is a professor at the University of New Hampshire's Paul College of Business and Economics, where she researches emotional intelligence at the team and group level. Her work on group emotional competence and emotionally intelligent teams has been published in the Harvard Business Review and adopted by change management practitioners as a framework for understanding the social and emotional dynamics that make or break change initiatives.

Druskat's research provides change management with a rigorous, empirical lens for understanding why some teams navigate change with resilience and creativity while others become fragmented and resistant. Her framework has been featured in the Change Management Review community, and her ongoing research on emotionally intelligent team behaviour continues to provide evidence-based tools for practitioners working on the human side of transformation.

48. Tony Martignetti

Tony Martignetti is the founder of Inspired Purpose Partners and the host of the Inspired Purpose podcast, which focuses on how leaders can lead through change while staying connected to their own values and purpose. He has been featured in the Change Management Review ecosystem as a voice on the relational and purpose-driven dimensions of change leadership that are often underaddressed in more process-heavy approaches to the discipline.

Martignetti's contribution to the change management conversation is through the personal dimension of leading change: how individual leaders maintain clarity, resilience, and authentic engagement through the sustained pressure of leading transformation. His podcast guests include experienced change leaders, and his coaching work with senior leaders reflects a practitioner who understands that the change leader's own psychological groundedness is often the most important variable in whether a programme succeeds.

49. Linda Hoopes

Linda Hoopes is the founder of Resilience Alliance and the author of Prosilience: Building Your Resilience for a Turbulent World, which applies resilience science to the leadership of change. Her work focuses on the personal capacity for resilience that change leaders and those experiencing change need to develop, combining neuroscience, psychology, and practical coaching in a framework that individuals and teams can apply in real time during transformation.

Hoopes's contribution to change management is through the human resilience dimension: the understanding that sustainable change capability requires not just the right frameworks and project plans, but the personal and collective capacity of people to navigate the emotional and psychological demands of living through transformation. Her LinkedIn content and ongoing work with organisations reflect a practitioner whose evidence base is grounded in both research and extensive application.

50. Luci Englert McKean

Luci Englert McKean is a senior change management professional and past contributor to ACMP global governance, bringing extensive experience in building enterprise-wide change management capabilities within large organisations. Her work focuses on the development of internal change management functions: how organisations move from relying on external consultants for every major change to building genuine internal capability that can sustain transformation over time.

McKean's contribution to the change management profession is through the capability-building dimension: the practical question of how organisations develop the people, processes, and systems to make change management a core internal competency rather than a project-by-project investment. Her work in this area reflects deep practitioner experience in some of the most complex and sustained internal capability building efforts in North American organisations.

Notable Voices We Almost Included

Several voices came very close to making this list. John Kotter, whose eight-step model for leading change remains one of the most cited frameworks in the profession, and William Bridges, whose Transitions Model provides the most nuanced treatment of the psychological experience of change, are foundational figures whose work continues to shape how change management is taught and practised. Rosabeth Moss Kanter, whose research on the sociology of organisations and the conditions for genuine change has influenced how the field thinks about power and politics in transformation, and Peter Senge, whose work on learning organisations and systems thinking created the conceptual infrastructure that change management draws on, are among the most important longer-standing voices in the discipline.

Amy Edmondson, whose research on psychological safety has become essential reading for change practitioners thinking about the team and organisational conditions that make learning, experimentation, and adaptation possible, and Niamh O'Keeffe, whose Future Shaper framework addresses how leaders build the personal capabilities for navigating AI-driven disruption, both made the shortlist. The space on this list was reserved for those who are most actively and specifically engaged with change management as a discipline right now. This is an editorial choice rather than a statement about the relative importance of any of these contributors, all of whom deserve the attention of anyone serious about the field.

Common Mistakes in Following Change Management Thought Leadership

Consuming thought leadership passively is the most common mistake leaders and organisations make. Following the right voices on LinkedIn, listening to podcasts, and reading books are valuable inputs. None of them substitute for applying frameworks to actual challenges and developing the capability to adapt those frameworks when they don't fit.

The second mistake is concentrating consumption around a single framework. The change management field contains genuinely different and sometimes contradictory schools of thought. ADKAR and the Change Leader's Roadmap make different assumptions about what drives individual change. Viral Change and traditional stakeholder management represent fundamentally different theories about how change spreads through organisations.

Practitioners who understand only one framework are limited in their ability to diagnose what a specific situation actually requires.

The third mistake is mistaking thought leadership for change management. The people on this list are sources of ideas, frameworks, and evidence. The change management itself has to happen inside the organisation, with real sponsors, real stakeholders, and real resistance. The most sophisticated thinking in the world is inert until it is applied with skill, consistency, and genuine care for the people involved.

The fourth mistake is ignoring geographic and cultural context. Change management theory has largely been developed by North American and British practitioners working primarily in Anglo-American organisational contexts. Practitioners working in different cultural contexts should actively seek out locally contextualised perspectives rather than assuming that frameworks developed in one context will transfer without adaptation. The diversity of geographic voices on this list is a partial corrective, not a complete solution.

The fifth mistake is treating thought leadership as primarily about frameworks and ignoring what the best voices consistently emphasise: that the human dimensions of change, including the quality of relationships, the trust between leaders and teams, and the genuine modelling of change by senior leaders, are the determining factors. No framework substitutes for these fundamentals.

Implementation Guide: Taking Action

The most productive starting point is not to follow all 50 people on this list, but to choose 5 to 10 whose work is most directly relevant to the specific challenges your organisation currently faces. If you are navigating digital transformation, the voices working at the intersection of AI and change management will be most immediately useful. If you are leading a culture transformation, the practitioners who have most deeply engaged with the behavioural and neuroscience dimensions of change will offer more relevant frameworks.

Follow your chosen voices on LinkedIn and engage with their content substantively. Share articles and posts with colleagues with specific questions about how the ideas apply to your current situation. The value of thought leadership comes not from passive consumption but from using it as a trigger for reflection and conversation with your own team about what it means for the change challenges you are actually navigating.

Build a reading list from the books referenced in this article. Making Sense of Change Management by Esther Cameron and Mike Green provides the most comprehensive theoretical foundation. ADKAR by Jeff Hiatt and Change Management: The People Side of Change by Jeff Hiatt and Tim Creasey provide the most practical Prosci framework grounding. Still Moving by Deborah Rowland provides the most rigorous research-based treatment of large-scale transformation leadership.

Valuable Change by Brendon Baker provides the most direct challenge to over-complexity in change practice.

Engage with the professional organisations. ACMP Global runs webinars, conferences, and community events for change management practitioners and is the home of the CCMP certification. The Change Management Institute operates globally and runs its own accreditation programmes. Change Management Review publishes podcasts, articles, and runs the Lead Change conference series.

These communities are where the practitioners on this list gather and where the most current thinking is being developed and debated. For more on the practical dimensions of change management, refer to Jonno White's blog post "25 Proven Keys to Leading Your Team Through Change" at https://www.consultclarity.org/post/leading-team-change.

Consider engaging Jonno White as a keynote speaker or facilitator for your next leadership offsite, team development workshop, or conference. Jonno works with leadership teams on Working Genius facilitation, DISC workshops, and team alignment. These sessions build the clarity and connection that make change programmes actually land. Jonno is a bestselling author, Certified Working Genius Facilitator, and keynote speaker who has worked with schools, corporates, and nonprofits around the world.

International travel is often far more affordable than clients expect. Email jonno@consultclarity.org.

Frequently Asked Questions

Who are the most influential change management thought leaders?

The most frequently cited foundational figures in change management are Peter F. Gallagher, Tim Creasey, Jeff Hiatt, and the co-author pairs of Linda and Dean Anderson, and Esther Cameron and Mike Green. In terms of active current influence, the Thinkers360 leaderboards for 2025 consistently placed Peter F. Gallagher first in change management and Jess Tayel first in transformation leadership. The most complete answer is that influence in change management is distributed across dozens of practitioners across multiple disciplines: practitioners, researchers, authors, and educators who each contribute distinct and valuable perspectives.

What is the best change management framework?

There is no single best framework. ADKAR, developed by Jeff Hiatt and refined by Tim Creasey at Prosci, is the most widely applied individual change model globally. The Change Leader's Roadmap, developed by Linda and Dean Anderson at Being First, is among the most comprehensive practitioner methodologies for large-scale transformation. Viral Change, pioneered by Leandro Herrero, is the most developed alternative to top-down change management, using peer networks to spread behavioural change organically.

The best framework for any given situation depends on the type, scale, and context of the change.

How was this list compiled?

Every person on this list was selected on three criteria. First, a substantive and documented contribution to the change management discipline through published work, recognised credentials, or a body of practice that has demonstrably influenced how organisations approach change. Second, active and current engagement with the profession through LinkedIn, podcasting, speaking, facilitation, or writing that connects ideas to practitioner audiences right now. Third, genuine global reach and current relevance.

The list includes voices from Australia, the United States, the United Kingdom, Canada, Ireland, India, Singapore, Sweden, France, Spain, and beyond.

Can I hire someone to facilitate change management workshops or keynotes?

Jonno White is available for keynote speaking, executive offsite facilitation, and leadership team workshops focused on team dynamics, communication, working styles, and the human dimensions of change. His Working Genius facilitation, DISC workshops, and CliftonStrengths sessions are particularly relevant for leadership teams preparing for or navigating significant change. Jonno is a bestselling author, Certified Working Genius Facilitator, and keynote speaker who has worked with schools, corporates, and nonprofits around the world. Email jonno@consultclarity.org to discuss your specific needs.

What credentials matter in change management?

The most widely recognised credential is the Certified Change Management Professional (CCMP) from ACMP Global, which requires documented change management experience and passing a knowledge assessment. Prosci's certification programmes, including the Change Practitioner certification, are widely recognised in organisational settings. The Change Management Institute offers the Certified Change Agent, Practitioner, and the senior-level Accredited Change Master designation. Agile Change credentials from APMG International are increasingly relevant for practitioners working in agile environments.

What are the most important change management books?

Making Sense of Change Management by Esther Cameron and Mike Green is the most comprehensive introductory text. Change Management: The People Side of Change by Jeff Hiatt and Tim Creasey is essential Prosci framework reading. Still Moving by Deborah Rowland is the most rigorous research-based treatment of large-scale transformation leadership. Beyond Change Management by Linda and Dean Anderson addresses the conscious change leadership dimension.

Agile Change Management by Melanie Franklin integrates agile principles with change practice. Valuable Change by Brendon Baker challenges over-complexity in the field. The Heart of Transformation by Michael Leckie addresses human capability in transformation.

What does change management actually involve?

Change management is the discipline of preparing, supporting, and equipping individuals, teams, and organisations to successfully adopt change in order to drive desired outcomes. It addresses the human side of change: the awareness, understanding, commitment, and capability that people need to change their behaviour in ways that make an initiative succeed. For more on the practical dimensions of change management, refer to Jonno White's blog post "25 Proven Keys to Leading Your Team Through Change" at https://www.consultclarity.org/post/leading-team-change. Bring Jonno White in to facilitate your next leadership team workshop on Working Genius, DISC, or team alignment.

Email jonno@consultclarity.org.

Final Thoughts

Change management as a field is at a genuinely interesting inflection point. The frameworks built over four decades of practice, including ADKAR, the Change Leader's Roadmap, Viral Change, and Making Sense of Change Management, provide the strongest foundation in the discipline's history. At the same time, the challenges facing organisations right now, including AI-driven disruption, change fatigue at scale, increasingly complex stakeholder landscapes, and the need to run simultaneous transformation programmes at a pace that previous generations of practitioners never faced, are pushing the discipline to evolve faster than at any previous moment.

The voices on this list are responding to that challenge. Whether through original research, new certification programmes, practitioner communities, books, podcasts, or daily LinkedIn content, they are collectively building the knowledge base that organisations need to navigate one of the most complex eras of change management in history. The practical implication is straightforward: the quality of the change management thinking you bring to your next transformation matters.

Following the right voices, reading the most useful books, and building genuine capability in your organisation's change leadership are investments that reliably improve your odds of being in the 30 percent of change initiatives that succeed rather than the 70 percent that do not. If you've found value in this list, share it with a colleague who is navigating a significant change initiative.

For leadership teams that want external support in building change-ready cultures through better team dynamics, communication, and alignment, engage Jonno White. Jonno is a bestselling author and Certified Working Genius Facilitator who has worked with schools, corporates, and nonprofits around the world. His book Step Up or Step Out has sold over 10,000 copies globally. Whether virtual or face to face, international travel is often far more affordable than clients expect.

Many organisations find that flying Jonno in costs less than engaging high-profile local providers. Email jonno@consultclarity.org.

About the Author

Jonno White is a Certified Working Genius Facilitator, bestselling author, and leadership consultant who has worked with schools, corporates, and nonprofits around the world. His book Step Up or Step Out has sold over 10,000 copies globally, and his podcast The Leadership Conversations has featured 230 or more episodes reaching listeners in 150 or more countries. Jonno founded The 7 Questions Movement with 6,000 or more participating leaders and achieved a 93.75 percent satisfaction rating for his Working Genius masterclass at the ASBA 2025 National Conference. Based in Brisbane, Australia, Jonno works globally and regularly travels for speaking and facilitation engagements.

Organisations consistently find that international travel is far more affordable than expected.

To book Jonno for your next keynote, workshop, or facilitation session, email jonno@consultclarity.org.

Next Read

If you found this list useful, Jonno White's blog post "25 Proven Keys to Leading Your Team Through Change" provides a practical guide to the actions leaders can take right now to improve how their teams navigate change initiatives. The article draws on frameworks from many of the thought leaders featured in this list, including John Kotter's eight-step model, Jeff Hiatt's ADKAR framework, and Amy Edmondson's work on psychological safety.

The first practical insight is that how leaders frame change for their teams is at least as important as the content of the change itself. Teams that understand the genuine reasons behind a change, including the real risks of not changing and the genuine benefits of changing successfully, are significantly more likely to engage constructively with the disruption that change creates. The framing has to be honest: teams consistently identify inconsistency between what leaders say and what leaders do as the single biggest driver of resistance to change.

Keep reading: https://www.consultclarity.org/post/leading-team-change