Episode #27

Candid Interview with Theresa Moulton, Editor-in-Chief of the Change Management Review

with Dr. Linda Ackerman Anderson

Theresa Moulton is one of the Change Management superstars supporting the field and pushing its edges after 25 years of experience and relentless entrepreneurial spirit. She shares her journey to this esteemed position of both delivering change and coaching services to clients and leading one of the most highly regarded online resources for organizational Change Management professionals. 


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Welcome to Ask Dr. Change. I’m Dr. Linda Ackerman Anderson. I’m happy to have you join me today to explore how to seriously up level your leadership and consulting to transformational changes all through conscious change leadership.

Welcome. Today we have a very special episode. I’m with Theresa moulton, who is editor in chief of Change Management Review, a very, very popular and important online media vehicle for the organizational change leadership field. Theresa, welcome.

I’m so happy to be with you today. Yeah. So give us a little bit of background of you and how you came to be doing this work. Beautiful.

Fabulous. And and you’ve consulted with all kinds of organizations as well in the change space. Isn’t that so fabulous? I also want to ask you to give us a little bit of an overview of change management review.

And the conferences that you’re currently doing is very exciting. Fabulous. And it’s such a representation of your entrepreneurial spirit and always pushing the edge of the field. And it’s really one of my questions for you.

So you talk about A.I. and technology and coaching. Where do you see the next edge for the field of change Leadership? Yes. Yeah.

Excellent. Tell us more about your picture of the trusted advisor. What does that mean? What’s that look like?

Yeah. Yeah. Yeah. Fabulous. Fabulous. You know, I frequently make the distinction between change management, change leadership as a tactician, you know, doing the the basics and as a strategist, which I think is more of what you’re talking about, the able to see the big picture, the long term view be an advisor seemingly that that fits with what you’re talking about as being a trusted advisor.

Yeah yeah. Fabulous. You know, I’m so curious because I think in terms of change strategy and change process, how do you see that role interfacing with the content experts, the subject matter experts on projects that seem to be so central to how projects are run? Yeah.

Yeah. Fabulous. Wonderful. I want to ask you, given how much observation power you have with what you’re doing.

What other, I would say gaps or needs do you see for change management practitioners to step in to develop themselves in how? Yeah. Yes. Beautiful.

When I think of coaching, I think of going into the behavioral realm, the style realm, the mindset realm. You know what goes on internally, emotionally for leaders and practitioners. And so marrying that with the technologies and the approaches of change management is incredibly powerful. And, you know, our orientation towards conscious change leadership that brings the conscious piece right to the forefront.

I’m assuming that that is what you’re referring to. Yeah. Yeah. Yeah. Music to my ears.

Fabulous. And marrying that with getting transformational projects to actually happen successfully and be led effectively. So really important. So you shared a couple of areas for change practitioners to step into.

How about tips or advice or guidance for leaders of major change efforts? Yeah. Yes, absolutely Fabulous. You know, I’m thinking you may already thought about this, but I’m thinking you’re running a conference just on leadership development around self-awareness and leading through relationships for leaders.

Yeah. Don’t you think that would be a great topic? That would be great. Wonderful. All right, David, I would love to do that.

You know, true to our heart and soul. That’s great. So how about I mean, I say we mention the conference, but vehicles that you know of to support leaders to develop themselves, to open up themselves, to be more self-aware. What ideas do you have for actually, aside from the coaching piece, for them to actually move in that direction?

Yeah. Yeah. wow. Yeah. The gas pedal for self-development, I think. I think that’s marvelous. You know, it’s interesting because trust in the relationship is so important for a leader to open themselves up, to be vulnerable.

And I think about that in terms of the human contact. How does I play into that? If you. Yeah.

Yeah. Awesome. You know, I’m aware. And just the things that you’ve been sharing, what a fabulous opportunity you have through the conference is that change management review to find out all about these cutting edge approaches and things that are actually shaping the field now, as you say, as well as the future.

What a great opportunity you have set up for yourself to always be pushing the edge. That’s fabulous. Yes. Yes, fabulous.

Well, you’re taking love and you’re taking it. How about any guidance, any advice you would have first for change management practitioners at this point where the field is ha beautiful. Yeah, I’m really touched by that. You know, I think back over the years and years in the very early days of organization development, the whole entree into that world was self-awareness, was know yourself so much personal development.

And then as time went on, that really went by the wayside. Change management came on board. It became much more tool focused, technician focused, model focused, less about self.

And now it’s time for those two to merge. And exactly what you’re saying. It’s wonderful. What goes around comes around.

It is time. Definitely. Yes, yes, yes, yes. Yeah, definitely. All right. There’s another topic for one of your conferences, bringing self as instrument, whether the old the old motto self as instrument back into the practice.

I think that that would be a great one because you have the platform to say you have the vehicle for doing this stuff. All right. So we’re lining up future conferences here. It’s great.

Great. So, how about any final advice for leaders at this point as well? Yeah. Yeah, absolutely.

That’s beautiful. And I certainly hope that leaders take that to heart. Well, Teresa, what do you see is next for you? Where are you going from here?

Beautiful. That’s great. Let that be wonderful. Whatever will emerge, will emerge and you will jump on it, as you always have, which is fabulous.

Yes, great. This has been such a pleasure. It’s such a joy. I have loved working with you and I deeply admire the work that you are doing.

And so I really appreciate you spending some time with me and sharing your wisdom and your offering to us as leaders and to the field of practitioners. Thank you for spending time. You’re welcome. Today’s subject is one of the key topics that we feature in our leading transformational change online program.

If you’d like to learn more about leading transformation social change, go to beingfirst.com/LTC. Thanks for spending some time with me today. I hope you gain some valuable insights for your work. Please send me your questions and challenges by going to askdrchange.com.


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