Truly Transformative Transistor (https://transistor.fm) https://feeds.transistor.fm/truly-transformative Aligning culture and strategy for lasting results. Most strategic plans fail — not because the strategy is wrong, but because the culture can't support it. The Truly Transformative Podcast tackles this head-on. Hosts Adriana McLane and Caryn Lee bring decades of hands-on experience helping organizations build bold strategies and the cultures that make them stick. Each episode delivers practical frameworks, real-world case studies, and honest conversations about what it actually takes to transform an organization from the inside out. This isn't theory. It's what works. Caryn Lee and Adriana McLane 3cd74788-09ef-5f08-b5cb-0e36616b188a yes en Mon, 12 Oct 2026 20:01:33 +0000 Mon, 12 Oct 2026 20:02:52 +0000 https://betrulytransformative.com/ https://img.transistorcdn.com/pEUB3ujPpBKK65OKk_i-y2-26ZUu3-NQ8DfdaiBrM7g/rs:fill:0:0:1/w:1400/h:1400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8wYTQ2/NTI3MDRiNzA3YjY5/ZWVhYTE3OWJmOWIx/ZTgzNC5wbmc.jpg Truly Transformative https://betrulytransformative.com/ episodic Caryn Lee and Adriana McLane Aligning culture and strategy for lasting results. Most strategic plans fail — not because the strategy is wrong, but because the culture can't support it. The Truly Transformative Podcast tackles this head-on. Hosts Adriana McLane and Caryn Lee bring decades of hands-on experience helping organizations build bold strategies and the cultures that make them stick. Each episode delivers practical frameworks, real-world case studies, and honest conversations about what it actually takes to transform an organization from the inside out. This isn't theory. It's what works. Aligning culture and strategy for lasting results. Caryn Lee and Adriana McLane betrulytransformative@gmail.com No No Generational Change: When New Expectations Force Culture Change | Ep 20 1 1 20 20 Generational Change: When New Expectations Force Culture Change | Ep 20 full 0d4f2b0d-5294-4e65-921f-6d9800edc669 https://betrulytransformative.com/episodes/when-new-expectations-force-culture-change In this episode, hosts Adriana McLane and Caryn Lee look at what happens when younger generations move through the workforce faster than most organizations can adjust. Long-tenured Gen Xers and Baby Boomers are retiring in large numbers, and they are taking institutional knowledge out the door with them, knowledge that was rarely written down in the first place. 

At the same time, younger millennials and Gen Z employees bring different expectations about flexibility, hierarchy, and communication, and the old rules of engagement no longer hold the way they used to. Adriana and Caryn walk through the specific shifts underway: rigid policies moving toward flexibility, command and control moving toward empowerment and accountability, annual reviews moving toward ongoing feedback, and money alone no longer carrying the weight it once did as a motivator. 

They make the case that both groups have something to offer, the experience and judgment that comes from years on the job, and the fresh perspective of employees who arrive without old assumptions about how things have to work. The conversation connects to the SHAPE and SUSTAIN phases of the Truly Transformative Method, treating generational culture change as a strategic project rather than something that happens on its own. 

Key Takeaways: 
- Why retiring Gen Xers and Baby Boomers are taking undocumented knowledge with them 
- The shift from rigid policies to flexibility, and command and control to empowerment 
- Why annual reviews alone no longer meet employee expectations 
- What to capture beyond documentation, including the mistakes and decisions behind it 
- Why generational culture change needs to be run as a strategic project 

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com. Full episode breakdown, key takeaways, and resources at betrulytransformative.com/episodes/when-new-expectations-force-culture-change

]]> In this episode, hosts Adriana McLane and Caryn Lee look at what happens when younger generations move through the workforce faster than most organizations can adjust. Long-tenured Gen Xers and Baby Boomers are retiring in large numbers, and they are taking institutional knowledge out the door with them, knowledge that was rarely written down in the first place. 

At the same time, younger millennials and Gen Z employees bring different expectations about flexibility, hierarchy, and communication, and the old rules of engagement no longer hold the way they used to. Adriana and Caryn walk through the specific shifts underway: rigid policies moving toward flexibility, command and control moving toward empowerment and accountability, annual reviews moving toward ongoing feedback, and money alone no longer carrying the weight it once did as a motivator. 

They make the case that both groups have something to offer, the experience and judgment that comes from years on the job, and the fresh perspective of employees who arrive without old assumptions about how things have to work. The conversation connects to the SHAPE and SUSTAIN phases of the Truly Transformative Method, treating generational culture change as a strategic project rather than something that happens on its own. 

Key Takeaways: 
- Why retiring Gen Xers and Baby Boomers are taking undocumented knowledge with them 
- The shift from rigid policies to flexibility, and command and control to empowerment 
- Why annual reviews alone no longer meet employee expectations 
- What to capture beyond documentation, including the mistakes and decisions behind it 
- Why generational culture change needs to be run as a strategic project 

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com. Full episode breakdown, key takeaways, and resources at betrulytransformative.com/episodes/when-new-expectations-force-culture-change

]]> Tue, 06 Oct 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 1091 In this episode, hosts Adriana McLane and Caryn Lee look at what happens when younger generations move through the workforce faster than most organizations can adjust. Long-tenured Gen Xers and Baby Boomers are retiring in large numbers, and they are taking institutional knowledge out the door with them, knowledge that was rarely written down in the first place. 

At the same time, younger millennials and Gen Z employees bring different expectations about flexibility, hierarchy, and communication, and the old rules of engagement no longer hold the way they used to. Adriana and Caryn walk through the specific shifts underway: rigid policies moving toward flexibility, command and control moving toward empowerment and accountability, annual reviews moving toward ongoing feedback, and money alone no longer carrying the weight it once did as a motivator. 

They make the case that both groups have something to offer, the experience and judgment that comes from years on the job, and the fresh perspective of employees who arrive without old assumptions about how things have to work. The conversation connects to the SHAPE and SUSTAIN phases of the Truly Transformative Method, treating generational culture change as a strategic project rather than something that happens on its own. 

Key Takeaways: 
- Why retiring Gen Xers and Baby Boomers are taking undocumented knowledge with them 
- The shift from rigid policies to flexibility, and command and control to empowerment 
- Why annual reviews alone no longer meet employee expectations 
- What to capture beyond documentation, including the mistakes and decisions behind it 
- Why generational culture change needs to be run as a strategic project 

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com. Full episode breakdown, key takeaways, and resources at betrulytransformative.com/episodes/when-new-expectations-force-culture-change

]]> generational change, workplace culture, knowledge transfer, employee retention, leadership development, Gen Z workforce, organizational culture, culture strategy No Engaging Informal Leaders: Influence Beats Authority | Ep 19 1 1 19 19 Engaging Informal Leaders: Influence Beats Authority | Ep 19 full aaf1f75b-4abd-4ef6-b9b0-c32a104e5e10 https://betrulytransformative.com/episodes/engaging-informal-leaders Every organization has informal leaders — people without a formal title who others naturally turn to for advice, perspective, and a read on what's really happening. 

In this episode, Adriana and Caryn make the case for why top-down change alone almost always falls short, and why intentionally engaging these influential voices is critical to strategic and cultural success. They break down the difference between positive informal leaders and naysayers (or as Adriana coins them, "hard truthers"), explain why both need to be on your radar, and offer practical steps for identifying and engaging them — starting with simply asking your middle managers who everyone goes to. 

The key takeaway: these people are already influencing your organization whether you engage them or not, so be intentional about it.


Would you like to discuss this further? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> Every organization has informal leaders — people without a formal title who others naturally turn to for advice, perspective, and a read on what's really happening. 

In this episode, Adriana and Caryn make the case for why top-down change alone almost always falls short, and why intentionally engaging these influential voices is critical to strategic and cultural success. They break down the difference between positive informal leaders and naysayers (or as Adriana coins them, "hard truthers"), explain why both need to be on your radar, and offer practical steps for identifying and engaging them — starting with simply asking your middle managers who everyone goes to. 

The key takeaway: these people are already influencing your organization whether you engage them or not, so be intentional about it.


Would you like to discuss this further? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> Tue, 15 Sep 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 756 Every organization has informal leaders — people without a formal title who others naturally turn to for advice, perspective, and a read on what's really happening. 

In this episode, Adriana and Caryn make the case for why top-down change alone almost always falls short, and why intentionally engaging these influential voices is critical to strategic and cultural success. They break down the difference between positive informal leaders and naysayers (or as Adriana coins them, "hard truthers"), explain why both need to be on your radar, and offer practical steps for identifying and engaging them — starting with simply asking your middle managers who everyone goes to. 

The key takeaway: these people are already influencing your organization whether you engage them or not, so be intentional about it.


Would you like to discuss this further? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> informal leaders, influence, change management, organizational transformation, employee engagement, leadership No Snow Melts From the Edges: What the Field Knows That Leadership Doesn't | Ep 18 1 1 18 18 Snow Melts From the Edges: What the Field Knows That Leadership Doesn't | Ep 18 full 8939ac2e-7d38-4354-bdf3-17af8f565999 https://betrulytransformative.com/episodes/snow-melts-from-the-edges In this episode, hosts Adriana McLane and Caryn Lee make the case that strategy belongs to the people responsible for implementing it, and that leaving the field out of the process creates gaps leadership often cannot see. Adriana shares an analogy she returns to throughout the conversation: snow melts from the edges. When conditions shift, the people closest to customers and daily operations feel it first, while leadership, sitting at the top of the pile, may be the last to know. That gap, they argue, is exactly why involving employees is a structural necessity, not an optional step.


The conversation works through three distinct points of involvement: before a strategy is finalized, during implementation, and in an ongoing feedback loop afterward. Adriana and Caryn discuss why each phase matters and where companies consistently fall short. During implementation, employees need to control how the work gets done rather than receive a plan handed down from above, because they know what is already in progress and what the organization can realistically carry. The hosts also address why this involvement often gets skipped: leaders who rose through the ranks may assume their own experience still reflects ground-level reality, and teams already loaded with projects may be carrying change fatigue that leadership simply has not accounted for.


Key Takeaways:

• Why field employees see market and operational shifts before leadership does

• The three phases of employee involvement: before, during, and after strategy

• Why handing employees a finished implementation plan backfires

• How change fatigue and unrecognized capacity gaps slow execution

• When employees cannot see their own work in the strategy, communication breaks down


Are you involving the people who will implement your strategy before you finalize it? Connect with Caryn and Adriana at betrulytransformative.com/work-with-us

]]> In this episode, hosts Adriana McLane and Caryn Lee make the case that strategy belongs to the people responsible for implementing it, and that leaving the field out of the process creates gaps leadership often cannot see. Adriana shares an analogy she returns to throughout the conversation: snow melts from the edges. When conditions shift, the people closest to customers and daily operations feel it first, while leadership, sitting at the top of the pile, may be the last to know. That gap, they argue, is exactly why involving employees is a structural necessity, not an optional step.


The conversation works through three distinct points of involvement: before a strategy is finalized, during implementation, and in an ongoing feedback loop afterward. Adriana and Caryn discuss why each phase matters and where companies consistently fall short. During implementation, employees need to control how the work gets done rather than receive a plan handed down from above, because they know what is already in progress and what the organization can realistically carry. The hosts also address why this involvement often gets skipped: leaders who rose through the ranks may assume their own experience still reflects ground-level reality, and teams already loaded with projects may be carrying change fatigue that leadership simply has not accounted for.


Key Takeaways:

• Why field employees see market and operational shifts before leadership does

• The three phases of employee involvement: before, during, and after strategy

• Why handing employees a finished implementation plan backfires

• How change fatigue and unrecognized capacity gaps slow execution

• When employees cannot see their own work in the strategy, communication breaks down


Are you involving the people who will implement your strategy before you finalize it? Connect with Caryn and Adriana at betrulytransformative.com/work-with-us

]]> Tue, 01 Sep 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 1171 In this episode, hosts Adriana McLane and Caryn Lee make the case that strategy belongs to the people responsible for implementing it, and that leaving the field out of the process creates gaps leadership often cannot see. Adriana shares an analogy she returns to throughout the conversation: snow melts from the edges. When conditions shift, the people closest to customers and daily operations feel it first, while leadership, sitting at the top of the pile, may be the last to know. That gap, they argue, is exactly why involving employees is a structural necessity, not an optional step.


The conversation works through three distinct points of involvement: before a strategy is finalized, during implementation, and in an ongoing feedback loop afterward. Adriana and Caryn discuss why each phase matters and where companies consistently fall short. During implementation, employees need to control how the work gets done rather than receive a plan handed down from above, because they know what is already in progress and what the organization can realistically carry. The hosts also address why this involvement often gets skipped: leaders who rose through the ranks may assume their own experience still reflects ground-level reality, and teams already loaded with projects may be carrying change fatigue that leadership simply has not accounted for.


Key Takeaways:

• Why field employees see market and operational shifts before leadership does

• The three phases of employee involvement: before, during, and after strategy

• Why handing employees a finished implementation plan backfires

• How change fatigue and unrecognized capacity gaps slow execution

• When employees cannot see their own work in the strategy, communication breaks down


Are you involving the people who will implement your strategy before you finalize it? Connect with Caryn and Adriana at betrulytransformative.com/work-with-us

]]> field employees, strategy implementation, employee involvement, change management, organizational intelligence, leadership No Building the Foundational Capability to Have Hard Discussions | Ep 17 1 1 17 17 Building the Foundational Capability to Have Hard Discussions | Ep 17 full 79ff009b-4656-4d97-92f8-c89067081394 https://betrulytransformative.com/episodes/building-capability-hard-discussions This episode is the follow-up to Episode #16 (avoiding conflict) and focuses on how to actually have productive hard conversations. 

Adriana and Caryn walk through a five-step process: Be Aware → Be Curious → Be Collaborative → Test Solutions → Commit, Track & Measure. 

Caryn introduces the concept of "facts vs. the story" — the tendency we have to invent narratives around situations that may not be accurate. The episode distinguishes between one-off hard conversations (which use the first three steps) and long-standing conflict (which requires more sustained effort, accountability, and sometimes outside help). 

Key takeaways: lead with curiosity instead of judgment, and stick to facts rather than the stories you're telling yourself.

Would you like to create the cultural capability to have hard conversations? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> This episode is the follow-up to Episode #16 (avoiding conflict) and focuses on how to actually have productive hard conversations. 

Adriana and Caryn walk through a five-step process: Be Aware → Be Curious → Be Collaborative → Test Solutions → Commit, Track & Measure. 

Caryn introduces the concept of "facts vs. the story" — the tendency we have to invent narratives around situations that may not be accurate. The episode distinguishes between one-off hard conversations (which use the first three steps) and long-standing conflict (which requires more sustained effort, accountability, and sometimes outside help). 

Key takeaways: lead with curiosity instead of judgment, and stick to facts rather than the stories you're telling yourself.

Would you like to create the cultural capability to have hard conversations? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> Tue, 18 Aug 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 841 This episode is the follow-up to Episode #16 (avoiding conflict) and focuses on how to actually have productive hard conversations. 

Adriana and Caryn walk through a five-step process: Be Aware → Be Curious → Be Collaborative → Test Solutions → Commit, Track & Measure. 

Caryn introduces the concept of "facts vs. the story" — the tendency we have to invent narratives around situations that may not be accurate. The episode distinguishes between one-off hard conversations (which use the first three steps) and long-standing conflict (which requires more sustained effort, accountability, and sometimes outside help). 

Key takeaways: lead with curiosity instead of judgment, and stick to facts rather than the stories you're telling yourself.

Would you like to create the cultural capability to have hard conversations? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> hard conversations, communication skills, Fact vs Story, conflict resolution, organizational culture, leadership development No The Cost of Avoiding Hard Discussions | Ep 16 1 1 16 16 The Cost of Avoiding Hard Discussions | Ep 16 full 7a629f4a-bfa2-459c-922d-7a631892a345 https://betrulytransformative.com/episodes/cost-of-avoiding-hard-discussions Avoiding a hard conversation feels like the safe choice — until you see what it actually costs. Slow decisions. Compromised strategy. Frustrated top performers walking out the door. In this episode, Adriana and Caryn tackle one of the most common and quietly damaging patterns in organizational culture: the habit of avoiding the discussions that matter most.

They explore what hard discussions really are — and why they're not the same as conflict — and share candid real-world examples from the strategy room and the coaching chair, including what happens when a leader outsources a difficult conversation to a consultant rather than having it themselves.

You'll hear the research behind why people avoid hard conversations (fear, lack of skills, and the belief that it's someone else's job), why leaders are held to a higher standard when it comes to modeling this behavior, and why addressing tension early is always easier than letting it fester.

The bottom line: the ability to have hard discussions isn't just a leadership skill — it's a cultural capability. And building it starts with understanding the cost of avoiding it.


Would you like to create the cultural capability to have hard conversations? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> Avoiding a hard conversation feels like the safe choice — until you see what it actually costs. Slow decisions. Compromised strategy. Frustrated top performers walking out the door. In this episode, Adriana and Caryn tackle one of the most common and quietly damaging patterns in organizational culture: the habit of avoiding the discussions that matter most.

They explore what hard discussions really are — and why they're not the same as conflict — and share candid real-world examples from the strategy room and the coaching chair, including what happens when a leader outsources a difficult conversation to a consultant rather than having it themselves.

You'll hear the research behind why people avoid hard conversations (fear, lack of skills, and the belief that it's someone else's job), why leaders are held to a higher standard when it comes to modeling this behavior, and why addressing tension early is always easier than letting it fester.

The bottom line: the ability to have hard discussions isn't just a leadership skill — it's a cultural capability. And building it starts with understanding the cost of avoiding it.


Would you like to create the cultural capability to have hard conversations? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> Tue, 04 Aug 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 795 Avoiding a hard conversation feels like the safe choice — until you see what it actually costs. Slow decisions. Compromised strategy. Frustrated top performers walking out the door. In this episode, Adriana and Caryn tackle one of the most common and quietly damaging patterns in organizational culture: the habit of avoiding the discussions that matter most.

They explore what hard discussions really are — and why they're not the same as conflict — and share candid real-world examples from the strategy room and the coaching chair, including what happens when a leader outsources a difficult conversation to a consultant rather than having it themselves.

You'll hear the research behind why people avoid hard conversations (fear, lack of skills, and the belief that it's someone else's job), why leaders are held to a higher standard when it comes to modeling this behavior, and why addressing tension early is always easier than letting it fester.

The bottom line: the ability to have hard discussions isn't just a leadership skill — it's a cultural capability. And building it starts with understanding the cost of avoiding it.


Would you like to create the cultural capability to have hard conversations? Connect with Adriana and Caryn at ⁠⁠betrulytransformative.com/work-with-us⁠



]]> hard conversations, conflict avoidance, organizational trust, leadership, innovation, decision-making No Advisory Councils: How Frontline Voices Keep Strategy From Failing | Ep 15 1 1 15 15 Advisory Councils: How Frontline Voices Keep Strategy From Failing | Ep 15 full ace649c8-3a22-454d-b83d-1d420193c65a https://betrulytransformative.com/episodes/advisory-councils-bridge-strategy-culture In this episode, hosts Adriana McLane and Caryn Lee examine advisory councils as a structured mechanism for bringing frontline intelligence into strategy conversations before execution breaks down. Mid-market organizations frequently struggle with a gap between what leadership believes is happening and what people on the floor or in the field actually see.

Adriana and Caryn discuss how closing that gap requires more than an open-door policy, and why a properly designed advisory council creates the feedback loop that sustains strategic momentum.

Caryn explains how the language and framing leaders use when launching an advisory council shapes whether participants speak candidly or simply reflect back what they think leadership wants to hear. Adriana connects advisory councils to the SUSTAIN phase of the Truly Transformative Method, showing how they function as a real-time calibration tool rather than a one-time engagement exercise. 


Key Takeaways:

  • Why advisory councils belong in the SUSTAIN phase as an ongoing feedback mechanism
  • Selecting participants based on informal influence networks within the organization
  • How council framing shapes the quality of frontline candor

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> In this episode, hosts Adriana McLane and Caryn Lee examine advisory councils as a structured mechanism for bringing frontline intelligence into strategy conversations before execution breaks down. Mid-market organizations frequently struggle with a gap between what leadership believes is happening and what people on the floor or in the field actually see.

Adriana and Caryn discuss how closing that gap requires more than an open-door policy, and why a properly designed advisory council creates the feedback loop that sustains strategic momentum.

Caryn explains how the language and framing leaders use when launching an advisory council shapes whether participants speak candidly or simply reflect back what they think leadership wants to hear. Adriana connects advisory councils to the SUSTAIN phase of the Truly Transformative Method, showing how they function as a real-time calibration tool rather than a one-time engagement exercise. 


Key Takeaways:

  • Why advisory councils belong in the SUSTAIN phase as an ongoing feedback mechanism
  • Selecting participants based on informal influence networks within the organization
  • How council framing shapes the quality of frontline candor

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> Tue, 21 Jul 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 911 In this episode, hosts Adriana McLane and Caryn Lee examine advisory councils as a structured mechanism for bringing frontline intelligence into strategy conversations before execution breaks down. Mid-market organizations frequently struggle with a gap between what leadership believes is happening and what people on the floor or in the field actually see.

Adriana and Caryn discuss how closing that gap requires more than an open-door policy, and why a properly designed advisory council creates the feedback loop that sustains strategic momentum.

Caryn explains how the language and framing leaders use when launching an advisory council shapes whether participants speak candidly or simply reflect back what they think leadership wants to hear. Adriana connects advisory councils to the SUSTAIN phase of the Truly Transformative Method, showing how they function as a real-time calibration tool rather than a one-time engagement exercise. 


Key Takeaways:

  • Why advisory councils belong in the SUSTAIN phase as an ongoing feedback mechanism
  • Selecting participants based on informal influence networks within the organization
  • How council framing shapes the quality of frontline candor

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> advisory councils, frontline employees, strategy execution, leadership alignment, employee voice, organizational change No When 'Family' Culture Isn't Enough: What Sustains High Performance | Ep 14 1 1 14 14 When 'Family' Culture Isn't Enough: What Sustains High Performance | Ep 14 full da8542b8-e496-4734-bd81-ba75ae64c5fc https://betrulytransformative.com/episodes/when-family-culture-isnt-enough In this episode, hosts Adriana McLane and Caryn Lee examine what "family" culture actually delivers and where it falls short for organizations navigating a changing workforce. Drawing on real client examples, they walk through what makes a family-oriented culture genuinely strong: flexible work arrangements, compassionate leadership, and practices like birthday and anniversary calls that build lasting employee loyalty. 

The conversation also surfaces the risks that accumulate when "family" becomes the primary identity rather than one element of a broader culture. 

Adriana and Caryn work through two client scenarios where family culture produced very different outcomes, including one where layoffs shattered employee trust and another where the label masked complacency and an absence of accountability. They dig into how tolerating low performers quietly damages leadership credibility and pushes high performers out the door. 

The episode also addresses how younger generations, particularly Gen Z, approach work with different expectations, and why leaders need to engage that workforce with something more than a family identity.

Key Takeaways:

  • Why "family" culture creates vulnerability when business conditions force hard decisions
  •  How tolerating low performers erodes credibility and costs companies their best people
  • The combination of empowerment, accountability, and sentiment that actually drives high performance
  • How Gen Z's different expectations challenge leaders who built loyalty through a family identity

Ready to talk about how to preserve your family culture while sustaining high performance? Connect with Caryn and Adriana at https://betrulytransformative.com/work-with-us

]]> In this episode, hosts Adriana McLane and Caryn Lee examine what "family" culture actually delivers and where it falls short for organizations navigating a changing workforce. Drawing on real client examples, they walk through what makes a family-oriented culture genuinely strong: flexible work arrangements, compassionate leadership, and practices like birthday and anniversary calls that build lasting employee loyalty. 

The conversation also surfaces the risks that accumulate when "family" becomes the primary identity rather than one element of a broader culture. 

Adriana and Caryn work through two client scenarios where family culture produced very different outcomes, including one where layoffs shattered employee trust and another where the label masked complacency and an absence of accountability. They dig into how tolerating low performers quietly damages leadership credibility and pushes high performers out the door. 

The episode also addresses how younger generations, particularly Gen Z, approach work with different expectations, and why leaders need to engage that workforce with something more than a family identity.

Key Takeaways:

  • Why "family" culture creates vulnerability when business conditions force hard decisions
  •  How tolerating low performers erodes credibility and costs companies their best people
  • The combination of empowerment, accountability, and sentiment that actually drives high performance
  • How Gen Z's different expectations challenge leaders who built loyalty through a family identity

Ready to talk about how to preserve your family culture while sustaining high performance? Connect with Caryn and Adriana at https://betrulytransformative.com/work-with-us

]]> Tue, 07 Jul 2026 05:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 687 In this episode, hosts Adriana McLane and Caryn Lee examine what "family" culture actually delivers and where it falls short for organizations navigating a changing workforce. Drawing on real client examples, they walk through what makes a family-oriented culture genuinely strong: flexible work arrangements, compassionate leadership, and practices like birthday and anniversary calls that build lasting employee loyalty. 

The conversation also surfaces the risks that accumulate when "family" becomes the primary identity rather than one element of a broader culture. 

Adriana and Caryn work through two client scenarios where family culture produced very different outcomes, including one where layoffs shattered employee trust and another where the label masked complacency and an absence of accountability. They dig into how tolerating low performers quietly damages leadership credibility and pushes high performers out the door. 

The episode also addresses how younger generations, particularly Gen Z, approach work with different expectations, and why leaders need to engage that workforce with something more than a family identity.

Key Takeaways:

  • Why "family" culture creates vulnerability when business conditions force hard decisions
  •  How tolerating low performers erodes credibility and costs companies their best people
  • The combination of empowerment, accountability, and sentiment that actually drives high performance
  • How Gen Z's different expectations challenge leaders who built loyalty through a family identity

Ready to talk about how to preserve your family culture while sustaining high performance? Connect with Caryn and Adriana at https://betrulytransformative.com/work-with-us

]]> family culture, organizational culture, cultural transformation, accountability, employee retention, strategic alignment No SUSTAIN: Where Transformation Becomes How We Do Things Here | Ep 13 1 1 13 13 SUSTAIN: Where Transformation Becomes How We Do Things Here | Ep 13 full 5139dea4-8384-4a38-a16f-923618574c94 https://betrulytransformative.com/episodes/sustain-execute-and-reinforce Most transformations don't fail because of poor planning — they fail because organizations don't have a system to sustain the work. In this episode, Adriana and Caryn unpack SUSTAIN, the fourth and final phase of the Truly Transformative Method, where strategy and culture stop being initiatives and start becoming your operating system.

They cover the leadership disciplines, accountability routines, and feedback loops that keep momentum strong — and why without them, even the best-laid plans drift back to old behaviors. You'll hear why communication during transformation needs to be more transparent and consistent than leaders expect, how to keep long-term strategic initiatives visible alongside day-to-day KPIs, and why staying with the plan — and evolving it — is what separates true transformation from a one-time change effort.

If you've done the work to SEE your current reality, STRATEGIZE your direction, and SHAPE your roadmap, this episode is about making sure it actually sticks.

Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us



]]> Most transformations don't fail because of poor planning — they fail because organizations don't have a system to sustain the work. In this episode, Adriana and Caryn unpack SUSTAIN, the fourth and final phase of the Truly Transformative Method, where strategy and culture stop being initiatives and start becoming your operating system.

They cover the leadership disciplines, accountability routines, and feedback loops that keep momentum strong — and why without them, even the best-laid plans drift back to old behaviors. You'll hear why communication during transformation needs to be more transparent and consistent than leaders expect, how to keep long-term strategic initiatives visible alongside day-to-day KPIs, and why staying with the plan — and evolving it — is what separates true transformation from a one-time change effort.

If you've done the work to SEE your current reality, STRATEGIZE your direction, and SHAPE your roadmap, this episode is about making sure it actually sticks.

Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us



]]> Tue, 16 Jun 2026 10:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 876 Most transformations don't fail because of poor planning — they fail because organizations don't have a system to sustain the work. In this episode, Adriana and Caryn unpack SUSTAIN, the fourth and final phase of the Truly Transformative Method, where strategy and culture stop being initiatives and start becoming your operating system. They cover the leadership disciplines, accountability routines, and feedback loops that keep momentum strong — and why without them, even the best-laid plans drift back to old behaviors. You'll hear why communication during transformation needs to be more transparent and consistent than leaders expect, how to keep long-term strategic initiatives visible alongside day-to-day KPIs, and why staying with the plan — and evolving it — is what separates true transformation from a one-time change effort. If you've done the work to SEE your current reality, STRATEGIZE your direction, and SHAPE your roadmap, this episode is about making sure it actually sticks. Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us Most transformations don't fail because of poor planning — they fail because organizations don't have a system to sustain the work. In this episode, Adriana and Caryn unpack SUSTAIN, the fourth and final phase of the Truly Transformative Method, where str No SHAPE: Turning Vision Into an Actionable Plan | Ep 12 12 12 SHAPE: Turning Vision Into an Actionable Plan | Ep 12 full 0d4153d6-864f-4f86-acb3-b26aa9b45cff https://betrulytransformative.com/episodes/shape-design-execution-plan This episode dives into the third phase of the Truly Transformative method: SHAPE — where strategy and culture move from concepts into a fully integrated execution plan. Adriana and Caryn break down what makes SHAPE different from traditional planning: culture isn't an afterthought, it's woven directly into the roadmap. Key topics include co-creating the roadmap with leaders and employees, identifying organizational vs. business model capability gaps, embedding culture initiatives alongside strategic initiatives with equal rigor, and a disciplined approach to prioritization (because organizations almost always have too many initiatives and not enough capacity). Leaders who complete the SHAPE phase leave knowing what they're doing, how they'll do it, why it matters culturally, what capabilities need to be built, and how to prioritize going forward.


Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us


]]> This episode dives into the third phase of the Truly Transformative method: SHAPE — where strategy and culture move from concepts into a fully integrated execution plan. Adriana and Caryn break down what makes SHAPE different from traditional planning: culture isn't an afterthought, it's woven directly into the roadmap. Key topics include co-creating the roadmap with leaders and employees, identifying organizational vs. business model capability gaps, embedding culture initiatives alongside strategic initiatives with equal rigor, and a disciplined approach to prioritization (because organizations almost always have too many initiatives and not enough capacity). Leaders who complete the SHAPE phase leave knowing what they're doing, how they'll do it, why it matters culturally, what capabilities need to be built, and how to prioritize going forward.


Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us


]]> Tue, 09 Jun 2026 10:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 552 This episode dives into the third phase of the Truly Transformative method: SHAPE — where strategy and culture move from concepts into a fully integrated execution plan. Adriana and Caryn break down what makes SHAPE different from traditional planning: culture isn't an afterthought, it's woven directly into the roadmap. Key topics include co-creating the roadmap with leaders and employees, identifying organizational vs. business model capability gaps, embedding culture initiatives alongside strategic initiatives with equal rigor, and a disciplined approach to prioritization (because organizations almost always have too many initiatives and not enough capacity). Leaders who complete the SHAPE phase leave knowing what they're doing, how they'll do it, why it matters culturally, what capabilities need to be built, and how to prioritize going forward. Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us This episode dives into the third phase of the Truly Transformative method: SHAPE — where strategy and culture move from concepts into a fully integrated execution plan. Adriana and Caryn break down what makes SHAPE different from traditional planning: cu No STRATEGIZE: Building Strategy and Culture Side by Side | Ep 11 1 1 11 11 STRATEGIZE: Building Strategy and Culture Side by Side | Ep 11 full 15faef6e-74d6-49f3-a0d9-07f3c9fedca4 https://betrulytransformative.com/episodes/strategize-define-future-direction In this episode, Adriana McLane and Caryn Lee explore "STRATEGIZE," the second phase of the Truly Transformative Method. While traditional strategic planning often focuses solely on setting visions and goals, this phase is unique because it integrates the human side of the organization from the start. The hosts discuss how to build strategy and culture side by side so they strengthen each other rather than competing for attention, ensuring that your strategic plan is supported by the behaviors and mindsets necessary for execution.


The conversation dives into the practical steps of this phase, including defining a target culture that serves as the "execution system" for your strategy. Adriana and Caryn highlight the importance of involving HR leaders at the strategy table and ensuring every strategic goal has a corresponding cultural enabler, such as accountability or empathy. Listeners will learn how co-creating these elements through integrated workshops can align an organization’s "head and heart," turning a written plan into a daily reality.


Key Takeaways:
• What it means to build strategy and culture side by side
• How to define a target culture that supports execution
• Why HR and cultural enablers should be embedded in strategic planning


Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us



]]> In this episode, Adriana McLane and Caryn Lee explore "STRATEGIZE," the second phase of the Truly Transformative Method. While traditional strategic planning often focuses solely on setting visions and goals, this phase is unique because it integrates the human side of the organization from the start. The hosts discuss how to build strategy and culture side by side so they strengthen each other rather than competing for attention, ensuring that your strategic plan is supported by the behaviors and mindsets necessary for execution.


The conversation dives into the practical steps of this phase, including defining a target culture that serves as the "execution system" for your strategy. Adriana and Caryn highlight the importance of involving HR leaders at the strategy table and ensuring every strategic goal has a corresponding cultural enabler, such as accountability or empathy. Listeners will learn how co-creating these elements through integrated workshops can align an organization’s "head and heart," turning a written plan into a daily reality.


Key Takeaways:
• What it means to build strategy and culture side by side
• How to define a target culture that supports execution
• Why HR and cultural enablers should be embedded in strategic planning


Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us



]]> Tue, 02 Jun 2026 10:00:00 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 530 In this episode, Adriana McLane and Caryn Lee explore "STRATEGIZE," the second phase of the Truly Transformative Method. While traditional strategic planning often focuses solely on setting visions and goals, this phase is unique because it integrates the human side of the organization from the start. The hosts discuss how to build strategy and culture side by side so they strengthen each other rather than competing for attention, ensuring that your strategic plan is supported by the behaviors and mindsets necessary for execution. The conversation dives into the practical steps of this phase, including defining a target culture that serves as the "execution system" for your strategy. Adriana and Caryn highlight the importance of involving HR leaders at the strategy table and ensuring every strategic goal has a corresponding cultural enabler, such as accountability or empathy. Listeners will learn how co-creating these elements through integrated workshops can align an organization’s "head and heart," turning a written plan into a daily reality. Key Takeaways: • What it means to build strategy and culture side by side • How to define a target culture that supports execution • Why HR and cultural enablers should be embedded in strategic planning Ready to bring this into your organization? Connect with Adriana and Caryn at ⁠betrulytransformative.com/work-with-us In this episode, Adriana McLane and Caryn Lee explore "STRATEGIZE," the second phase of the Truly Transformative Method. While traditional strategic planning often focuses solely on setting visions and goals, this phase is unique because it integrates the No SEE: The Truth Telling Phase of Business Transformation | Ep 10 1 1 10 10 SEE: The Truth Telling Phase of Business Transformation | Ep 10 full 0a920542-bdaf-45f4-982f-de705e343ae0 https://betrulytransformative.com/episodes/see-assess-current-reality In this episode, Adriana McLane and Caryn Lee explore "SEE," the foundational first phase of the Truly Transformative Method. Described as the "truth-telling" phase, SEE is where organizations must take an honest, unvarnished look at their current reality—including both their strategic performance and their actual culture—before they can begin to shape the future. The hosts discuss the common "perception gaps" that occur when leadership views culture through a "mirror" (how they want it to be) while employees experience it through a "window" (the daily reality), often leading to blind spots that can derail even the best strategies. Is it ok that this description was used in the 1st episode?


The conversation outlines the five key elements of a structured discovery process: strategy assessment, culture diagnosis, mirror and window assessments, market and industry context, and a deep dive into organizational capability and readiness. Adriana and Caryn share practical advice on how to uncover the truth using curiosity rather than judgment, emphasizing the importance of anonymous surveys, leadership interviews, and focus groups to protect psychological safety. By the end of this episode, listeners will understand how the SEE phase transforms raw information into the strategic awareness necessary to build a launchpad for lasting change.

Key Takeaways:

• What the SEE phase reveals about strategy, culture, and readiness

• How mirror and window assessments expose perception gaps

• Why curiosity, surveys, interviews, and focus groups matter in discovery

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com/work-with-us


5 Essential Questions to Assess Culture

Download here

]]> In this episode, Adriana McLane and Caryn Lee explore "SEE," the foundational first phase of the Truly Transformative Method. Described as the "truth-telling" phase, SEE is where organizations must take an honest, unvarnished look at their current reality—including both their strategic performance and their actual culture—before they can begin to shape the future. The hosts discuss the common "perception gaps" that occur when leadership views culture through a "mirror" (how they want it to be) while employees experience it through a "window" (the daily reality), often leading to blind spots that can derail even the best strategies. Is it ok that this description was used in the 1st episode?


The conversation outlines the five key elements of a structured discovery process: strategy assessment, culture diagnosis, mirror and window assessments, market and industry context, and a deep dive into organizational capability and readiness. Adriana and Caryn share practical advice on how to uncover the truth using curiosity rather than judgment, emphasizing the importance of anonymous surveys, leadership interviews, and focus groups to protect psychological safety. By the end of this episode, listeners will understand how the SEE phase transforms raw information into the strategic awareness necessary to build a launchpad for lasting change.

Key Takeaways:

• What the SEE phase reveals about strategy, culture, and readiness

• How mirror and window assessments expose perception gaps

• Why curiosity, surveys, interviews, and focus groups matter in discovery

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com/work-with-us


5 Essential Questions to Assess Culture

Download here

]]> Mon, 20 Apr 2026 19:55:45 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 953 In this episode, Adriana McLane and Caryn Lee explore "SEE," the foundational first phase of the Truly Transformative Method. Described as the "truth-telling" phase, SEE is where organizations must take an honest, unvarnished look at their current reality—including both their strategic performance and their actual culture—before they can begin to shape the future. The hosts discuss the common "perception gaps" that occur when leadership views culture through a "mirror" (how they want it to be) while employees experience it through a "window" (the daily reality), often leading to blind spots that can derail even the best strategies. Is it ok that this description was used in the 1st episode? The conversation outlines the five key elements of a structured discovery process: strategy assessment, culture diagnosis, mirror and window assessments, market and industry context, and a deep dive into organizational capability and readiness. Adriana and Caryn share practical advice on how to uncover the truth using curiosity rather than judgment, emphasizing the importance of anonymous surveys, leadership interviews, and focus groups to protect psychological safety. By the end of this episode, listeners will understand how the SEE phase transforms raw information into the strategic awareness necessary to build a launchpad for lasting change. Key Takeaways: • What the SEE phase reveals about strategy, culture, and readiness • How mirror and window assessments expose perception gaps • Why curiosity, surveys, interviews, and focus groups matter in discovery Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com/work-with-us 5 Essential Questions to Assess Culture Download here In this episode, Adriana McLane and Caryn Lee explore "SEE," the foundational first phase of the Truly Transformative Method. Described as the "truth-telling" phase, SEE is where organizations must take an honest, unvarnished look at their current reality No Introducing the Truly Transformative Method: Our Four-Phase Process for Alignment | Ep 9 1 1 9 9 Introducing the Truly Transformative Method: Our Four-Phase Process for Alignment | Ep 9 full f86e5271-e3e8-4348-a7af-1dd96957a590 https://betrulytransformative.com/episodes/the-truly-transformative-framework In this episode, Adriana McLane and Caryn Lee introduce their proprietary "Truly Transformative Method," a comprehensive four-phase framework designed to align organizational strategy with culture. They explain that in today’s fast-paced business environment, speed alone isn't enough to thrive; success comes to organizations that can adapt quickly while keeping their culture and strategy in perfect lockstep. Adriana and Caryn provide a high-level overview of the four "S" phases—SEE, STRATEGIZE, SHAPE, and SUSTAIN—explaining how each phase builds upon the last to create lasting change.

The hosts dive into the core philosophy of the framework: that strategy defines what an organization aims to achieve, while culture defines how (and if) it will actually happen. You will learn why "seeing" the truth of your current reality is the only way to begin a transformation and how treating cultural initiatives with the same rigor as business goals is the key to making a strategy stick. This episode serves as the foundation for the deep-dive series to follow, offering leaders a roadmap for turning bold visions into enduring results.

Key Takeaways:

• An overview of the four-phase Truly Transformative Method

• Why SEE, STRATEGIZE, SHAPE, and SUSTAIN work together

• How strategy and culture must stay aligned for lasting change


Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> In this episode, Adriana McLane and Caryn Lee introduce their proprietary "Truly Transformative Method," a comprehensive four-phase framework designed to align organizational strategy with culture. They explain that in today’s fast-paced business environment, speed alone isn't enough to thrive; success comes to organizations that can adapt quickly while keeping their culture and strategy in perfect lockstep. Adriana and Caryn provide a high-level overview of the four "S" phases—SEE, STRATEGIZE, SHAPE, and SUSTAIN—explaining how each phase builds upon the last to create lasting change.

The hosts dive into the core philosophy of the framework: that strategy defines what an organization aims to achieve, while culture defines how (and if) it will actually happen. You will learn why "seeing" the truth of your current reality is the only way to begin a transformation and how treating cultural initiatives with the same rigor as business goals is the key to making a strategy stick. This episode serves as the foundation for the deep-dive series to follow, offering leaders a roadmap for turning bold visions into enduring results.

Key Takeaways:

• An overview of the four-phase Truly Transformative Method

• Why SEE, STRATEGIZE, SHAPE, and SUSTAIN work together

• How strategy and culture must stay aligned for lasting change


Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> Mon, 20 Apr 2026 19:53:25 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 472 In this episode, Adriana McLane and Caryn Lee introduce their proprietary "Truly Transformative Method," a comprehensive four-phase framework designed to align organizational strategy with culture. They explain that in today’s fast-paced business environment, speed alone isn't enough to thrive; success comes to organizations that can adapt quickly while keeping their culture and strategy in perfect lockstep. Adriana and Caryn provide a high-level overview of the four "S" phases—SEE, STRATEGIZE, SHAPE, and SUSTAIN—explaining how each phase builds upon the last to create lasting change. The hosts dive into the core philosophy of the framework: that strategy defines what an organization aims to achieve, while culture defines how (and if) it will actually happen. You will learn why "seeing" the truth of your current reality is the only way to begin a transformation and how treating cultural initiatives with the same rigor as business goals is the key to making a strategy stick. This episode serves as the foundation for the deep-dive series to follow, offering leaders a roadmap for turning bold visions into enduring results. Key Takeaways: • An overview of the four-phase Truly Transformative Method • Why SEE, STRATEGIZE, SHAPE, and SUSTAIN work together • How strategy and culture must stay aligned for lasting change Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠ In this episode, Adriana McLane and Caryn Lee introduce their proprietary "Truly Transformative Method," a comprehensive four-phase framework designed to align organizational strategy with culture. They explain that in today’s fast-paced business environm No Project Management: The Must Have Strategic Capability | Ep 8 1 1 8 8 Project Management: The Must Have Strategic Capability | Ep 8 full e57a7e96-e263-4257-9521-3fe0b0423995 https://betrulytransformative.com/episodes/project-management-why-it-matters In this episode, Adriana McLane and Caryn Lee explore why project management is far more than just a set of tools or a person in charge of a schedule—it is a critical strategic capability. They discuss how effective project management serves as the engine of execution, turning high-level strategies into tangible results. Without the discipline of status reporting, clear communication, and defined accountability, even the best strategies are at risk of "sitting on the shelf" and losing their meaning.


The conversation highlights the difference between managing a single project and managing a project portfolio, emphasizing that a strong methodology should be embedded into the organization's culture. Caryn shares her experiences from Accenture, illustrating how consistent processes prevent employee burnout and ensure that teams aren't "tripping over each other" during a transformation. Whether you are using a sophisticated tool like Asana or a simple Excel sheet, this episode provides a roadmap for building the internal capacity necessary to make your strategic vision a reality.

Key Takeaways:

• Why project management is a strategic capability

• How strong processes support accountability and execution

• What it takes to build project and portfolio discipline into culture

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> In this episode, Adriana McLane and Caryn Lee explore why project management is far more than just a set of tools or a person in charge of a schedule—it is a critical strategic capability. They discuss how effective project management serves as the engine of execution, turning high-level strategies into tangible results. Without the discipline of status reporting, clear communication, and defined accountability, even the best strategies are at risk of "sitting on the shelf" and losing their meaning.


The conversation highlights the difference between managing a single project and managing a project portfolio, emphasizing that a strong methodology should be embedded into the organization's culture. Caryn shares her experiences from Accenture, illustrating how consistent processes prevent employee burnout and ensure that teams aren't "tripping over each other" during a transformation. Whether you are using a sophisticated tool like Asana or a simple Excel sheet, this episode provides a roadmap for building the internal capacity necessary to make your strategic vision a reality.

Key Takeaways:

• Why project management is a strategic capability

• How strong processes support accountability and execution

• What it takes to build project and portfolio discipline into culture

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> Mon, 20 Apr 2026 19:11:55 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 625 In this episode, Adriana McLane and Caryn Lee explore why project management is far more than just a set of tools or a person in charge of a schedule—it is a critical strategic capability. They discuss how effective project management serves as the engine of execution, turning high-level strategies into tangible results. Without the discipline of status reporting, clear communication, and defined accountability, even the best strategies are at risk of "sitting on the shelf" and losing their meaning. The conversation highlights the difference between managing a single project and managing a project portfolio, emphasizing that a strong methodology should be embedded into the organization's culture. Caryn shares her experiences from Accenture, illustrating how consistent processes prevent employee burnout and ensure that teams aren't "tripping over each other" during a transformation. Whether you are using a sophisticated tool like Asana or a simple Excel sheet, this episode provides a roadmap for building the internal capacity necessary to make your strategic vision a reality. Key Takeaways: • Why project management is a strategic capability • How strong processes support accountability and execution • What it takes to build project and portfolio discipline into culture Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠⁠betrulytransformative.com/work-with-us⁠⁠ In this episode, Adriana McLane and Caryn Lee explore why project management is far more than just a set of tools or a person in charge of a schedule—it is a critical strategic capability. They discuss how effective project management serves as the engine No The Change Management Connection: Bridging Strategy and Culture | Ep 7 1 1 7 7 The Change Management Connection: Bridging Strategy and Culture | Ep 7 full 57658ca5-ace3-4f22-aec8-132e138da1a1 https://betrulytransformative.com/episodes/change-management In this episode, Adriana McLane and Caryn Lee explore the critical role of change management as the "people side" of any strategic transformation. They discuss why even the best-laid strategies often fail—not due to poor planning, but because leadership neglects the human emotions, behaviors, and trust required to execute them. By differentiating project management (the timelines and milestones) from change management (the human adoption), the hosts explain how to build a culture that views change as a collaborative process rather than a top-down mandate.


The conversation introduces the ADKAR model—Awareness, Desire, Knowledge, Ability, and Reinforcement—as a simple yet powerful framework for guiding individuals through transition 1 . Adriana and Caryn share practical advice on involving employees early to build buy-in, the importance of "sandboxes" for practicing new behaviors, and why leaders must resist the urge to celebrate a launch too soon 1 . Listeners will walk away with actionable takeaways on how to use change initiatives as a vehicle to strengthen their overall organizational culture.

Key Takeaways:

• How change management supports strategic execution

• Why ADKAR helps people adopt change

• How to build buy-in, practice new behaviors, and reinforce change over time

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> In this episode, Adriana McLane and Caryn Lee explore the critical role of change management as the "people side" of any strategic transformation. They discuss why even the best-laid strategies often fail—not due to poor planning, but because leadership neglects the human emotions, behaviors, and trust required to execute them. By differentiating project management (the timelines and milestones) from change management (the human adoption), the hosts explain how to build a culture that views change as a collaborative process rather than a top-down mandate.


The conversation introduces the ADKAR model—Awareness, Desire, Knowledge, Ability, and Reinforcement—as a simple yet powerful framework for guiding individuals through transition 1 . Adriana and Caryn share practical advice on involving employees early to build buy-in, the importance of "sandboxes" for practicing new behaviors, and why leaders must resist the urge to celebrate a launch too soon 1 . Listeners will walk away with actionable takeaways on how to use change initiatives as a vehicle to strengthen their overall organizational culture.

Key Takeaways:

• How change management supports strategic execution

• Why ADKAR helps people adopt change

• How to build buy-in, practice new behaviors, and reinforce change over time

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> Mon, 20 Apr 2026 18:54:09 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 602 In this episode, Adriana McLane and Caryn Lee explore the critical role of change management as the "people side" of any strategic transformation. They discuss why even the best-laid strategies often fail—not due to poor planning, but because leadership neglects the human emotions, behaviors, and trust required to execute them. By differentiating project management (the timelines and milestones) from change management (the human adoption), the hosts explain how to build a culture that views change as a collaborative process rather than a top-down mandate. The conversation introduces the ADKAR model—Awareness, Desire, Knowledge, Ability, and Reinforcement—as a simple yet powerful framework for guiding individuals through transition 1 . Adriana and Caryn share practical advice on involving employees early to build buy-in, the importance of "sandboxes" for practicing new behaviors, and why leaders must resist the urge to celebrate a launch too soon 1 . Listeners will walk away with actionable takeaways on how to use change initiatives as a vehicle to strengthen their overall organizational culture. Key Takeaways: • How change management supports strategic execution • Why ADKAR helps people adopt change • How to build buy-in, practice new behaviors, and reinforce change over time Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠ In this episode, Adriana McLane and Caryn Lee explore the critical role of change management as the "people side" of any strategic transformation. They discuss why even the best-laid strategies often fail—not due to poor planning, but because leadership n No Tracking Culture Change: Moving Beyond "Squishy" Metrics | Ep 6 1 1 6 6 Tracking Culture Change: Moving Beyond "Squishy" Metrics | Ep 6 full 84abbfa2-0c5b-4ebd-a7a2-8552e9283ab7 https://betrulytransformative.com/episodes/tracking-culture-change In this episode, hosts Adriana McLane and Caryn Lee tackle one of the most critical yet frequently overlooked steps in any organizational transformation: tracking progress. They address the common misconception that culture is too "squishy" or "fluffy" to measure, explaining that without intentional tracking, leaders can easily miss the needle-moving progress they are making or lose momentum over the long game of culture change. The conversation focuses on why established baselines and simple, manageable metrics are essential for making culture work tangible and actionable.


Adriana and Caryn break down how to balance internal metrics—like employee engagement surveys, retention rates, and sentiment tracking on platforms like Glassdoor—with external metrics that reflect how customers perceive the organization's brand and innovation. They recommend focusing on three to five key indicators that directly tie back to your strategic goals to ensure tracking informs your strategy rather than becoming a burden itself. Listeners will learn how to use this data not just for course correction, but as a powerful tool for transparency and celebrating the wins that make a culture transformation truly stick.

Key Takeaways:

• Why culture progress must be measured

• How to choose a few meaningful internal and external metrics

• Using data to adjust course, build transparency, and celebrate wins

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> In this episode, hosts Adriana McLane and Caryn Lee tackle one of the most critical yet frequently overlooked steps in any organizational transformation: tracking progress. They address the common misconception that culture is too "squishy" or "fluffy" to measure, explaining that without intentional tracking, leaders can easily miss the needle-moving progress they are making or lose momentum over the long game of culture change. The conversation focuses on why established baselines and simple, manageable metrics are essential for making culture work tangible and actionable.


Adriana and Caryn break down how to balance internal metrics—like employee engagement surveys, retention rates, and sentiment tracking on platforms like Glassdoor—with external metrics that reflect how customers perceive the organization's brand and innovation. They recommend focusing on three to five key indicators that directly tie back to your strategic goals to ensure tracking informs your strategy rather than becoming a burden itself. Listeners will learn how to use this data not just for course correction, but as a powerful tool for transparency and celebrating the wins that make a culture transformation truly stick.

Key Takeaways:

• Why culture progress must be measured

• How to choose a few meaningful internal and external metrics

• Using data to adjust course, build transparency, and celebrate wins

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> Mon, 20 Apr 2026 18:50:18 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 761 In this episode, hosts Adriana McLane and Caryn Lee tackle one of the most critical yet frequently overlooked steps in any organizational transformation: tracking progress. They address the common misconception that culture is too "squishy" or "fluffy" to measure, explaining that without intentional tracking, leaders can easily miss the needle-moving progress they are making or lose momentum over the long game of culture change. The conversation focuses on why established baselines and simple, manageable metrics are essential for making culture work tangible and actionable. Adriana and Caryn break down how to balance internal metrics—like employee engagement surveys, retention rates, and sentiment tracking on platforms like Glassdoor—with external metrics that reflect how customers perceive the organization's brand and innovation. They recommend focusing on three to five key indicators that directly tie back to your strategic goals to ensure tracking informs your strategy rather than becoming a burden itself. Listeners will learn how to use this data not just for course correction, but as a powerful tool for transparency and celebrating the wins that make a culture transformation truly stick. Key Takeaways: • Why culture progress must be measured • How to choose a few meaningful internal and external metrics • Using data to adjust course, build transparency, and celebrate wins Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠ In this episode, hosts Adriana McLane and Caryn Lee tackle one of the most critical yet frequently overlooked steps in any organizational transformation: tracking progress. They address the common misconception that culture is too "squishy" or "fluffy" to No Creating Culture Change Making it Real | Ep 5 1 1 5 5 Creating Culture Change Making it Real | Ep 5 full cabf6fa2-8bb2-44b5-baac-5a70280458b0 https://betrulytransformative.com/episodes/creating-culture-change-making-it-real In this episode, Adriana McLane and Caryn Lee demystify a question many leaders struggle with: "What does culture change actually look like in practice?" They move beyond abstract concepts to provide a tangible framework for making culture actionable and measurable. The hosts introduce two lenses for viewing culture: the Inward View, which focuses on how employees feel and behave (such as psychological safety and empowerment), and the Outward View, which centers on the capabilities an organization must deliver externally to support its strategy (like being customer-obsessed or execution-focused).

Adriana and Caryn provide concrete examples of how to bridge the gap between a desired culture and daily reality. They discuss moving from "fuzzy" definitions to creating specific systems, rituals, and reinforcements—such as training leaders in delegation, implementing cross-functional design sprints, or building customer-impact stories into every major presentation. By the end of the episode, listeners will understand that culture isn't just an "HR initiative," but a strategic driver that requires the same rigor, prioritization, and roadmapping as any financial or product goal.

Key Takeaways:

• What culture change looks like in practice

• The difference between inward and outward views of culture

• How to build systems, rituals, and reinforcements that make change real

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

Examples of Inward and Outward Culture Components

Download here

]]> In this episode, Adriana McLane and Caryn Lee demystify a question many leaders struggle with: "What does culture change actually look like in practice?" They move beyond abstract concepts to provide a tangible framework for making culture actionable and measurable. The hosts introduce two lenses for viewing culture: the Inward View, which focuses on how employees feel and behave (such as psychological safety and empowerment), and the Outward View, which centers on the capabilities an organization must deliver externally to support its strategy (like being customer-obsessed or execution-focused).

Adriana and Caryn provide concrete examples of how to bridge the gap between a desired culture and daily reality. They discuss moving from "fuzzy" definitions to creating specific systems, rituals, and reinforcements—such as training leaders in delegation, implementing cross-functional design sprints, or building customer-impact stories into every major presentation. By the end of the episode, listeners will understand that culture isn't just an "HR initiative," but a strategic driver that requires the same rigor, prioritization, and roadmapping as any financial or product goal.

Key Takeaways:

• What culture change looks like in practice

• The difference between inward and outward views of culture

• How to build systems, rituals, and reinforcements that make change real

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

Examples of Inward and Outward Culture Components

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]]> Mon, 20 Apr 2026 18:46:10 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 870 In this episode, Adriana McLane and Caryn Lee demystify a question many leaders struggle with: "What does culture change actually look like in practice?" They move beyond abstract concepts to provide a tangible framework for making culture actionable and measurable. The hosts introduce two lenses for viewing culture: the Inward View, which focuses on how employees feel and behave (such as psychological safety and empowerment), and the Outward View, which centers on the capabilities an organization must deliver externally to support its strategy (like being customer-obsessed or execution-focused). Adriana and Caryn provide concrete examples of how to bridge the gap between a desired culture and daily reality. They discuss moving from "fuzzy" definitions to creating specific systems, rituals, and reinforcements—such as training leaders in delegation, implementing cross-functional design sprints, or building customer-impact stories into every major presentation. By the end of the episode, listeners will understand that culture isn't just an "HR initiative," but a strategic driver that requires the same rigor, prioritization, and roadmapping as any financial or product goal. Key Takeaways: • What culture change looks like in practice • The difference between inward and outward views of culture • How to build systems, rituals, and reinforcements that make change real Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠ Examples of Inward and Outward Culture Components Download here In this episode, Adriana McLane and Caryn Lee demystify a question many leaders struggle with: "What does culture change actually look like in practice?" They move beyond abstract concepts to provide a tangible framework for making culture actionable and No Culture Change Is Hard: How to Overcome Resistance for Leadership Teams | Ep 4 1 1 4 4 Culture Change Is Hard: How to Overcome Resistance for Leadership Teams | Ep 4 full b57b808f-884c-4041-8597-8c34110d36a1 https://betrulytransformative.com/episodes/culture-change-is-hard In this episode, Adriana McLane and Caryn Lee tackle the inevitable challenge that arises in every transformation: resistance to culture change. They move beyond the "panic mode" that leaders often feel when faced with pushback, explaining that resistance isn't a sign of failure—it’s actually a sign that people care deeply about the work they’ve done and the history they’ve built. The hosts break down the four primary reasons people resist change, from a simple lack of understanding of what "culture" means to the defensive reactions that occur when changes feel like a judgment on past contributions.

The conversation provides a practical sequence for leaders to navigate this friction and turn resistance into positive energy. Adriana and Caryn discuss the importance of "normalizing and neutralizing"—honoring the history of the organization while being transparent about why the strategy now demands a different approach. They also share tactical advice on identifying "informal leaders" to help champion the shift and the necessity of leadership modeling the new behaviors themselves. Whether you are dealing with skeptical "eye-rollers" or deeply entrenched "anchors," this episode offers a roadmap for making culture change collaborative, strategically driven, and lasting.

Key Takeaways:

• Why resistance to change is normal and often meaningful

• Four common reasons people resist culture change

• How leaders can normalize, neutralize, and channel resistance productively

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> In this episode, Adriana McLane and Caryn Lee tackle the inevitable challenge that arises in every transformation: resistance to culture change. They move beyond the "panic mode" that leaders often feel when faced with pushback, explaining that resistance isn't a sign of failure—it’s actually a sign that people care deeply about the work they’ve done and the history they’ve built. The hosts break down the four primary reasons people resist change, from a simple lack of understanding of what "culture" means to the defensive reactions that occur when changes feel like a judgment on past contributions.

The conversation provides a practical sequence for leaders to navigate this friction and turn resistance into positive energy. Adriana and Caryn discuss the importance of "normalizing and neutralizing"—honoring the history of the organization while being transparent about why the strategy now demands a different approach. They also share tactical advice on identifying "informal leaders" to help champion the shift and the necessity of leadership modeling the new behaviors themselves. Whether you are dealing with skeptical "eye-rollers" or deeply entrenched "anchors," this episode offers a roadmap for making culture change collaborative, strategically driven, and lasting.

Key Takeaways:

• Why resistance to change is normal and often meaningful

• Four common reasons people resist culture change

• How leaders can normalize, neutralize, and channel resistance productively

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠

]]> Mon, 20 Apr 2026 02:31:32 +0000 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 1173 In this episode, Adriana McLane and Caryn Lee tackle the inevitable challenge that arises in every transformation: resistance to culture change. They move beyond the "panic mode" that leaders often feel when faced with pushback, explaining that resistance isn't a sign of failure—it’s actually a sign that people care deeply about the work they’ve done and the history they’ve built. The hosts break down the four primary reasons people resist change, from a simple lack of understanding of what "culture" means to the defensive reactions that occur when changes feel like a judgment on past contributions. The conversation provides a practical sequence for leaders to navigate this friction and turn resistance into positive energy. Adriana and Caryn discuss the importance of "normalizing and neutralizing"—honoring the history of the organization while being transparent about why the strategy now demands a different approach. They also share tactical advice on identifying "informal leaders" to help champion the shift and the necessity of leadership modeling the new behaviors themselves. Whether you are dealing with skeptical "eye-rollers" or deeply entrenched "anchors," this episode offers a roadmap for making culture change collaborative, strategically driven, and lasting. Key Takeaways: • Why resistance to change is normal and often meaningful • Four common reasons people resist culture change • How leaders can normalize, neutralize, and channel resistance productively Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠⁠betrulytransformative.com/work-with-us⁠⁠ In this episode, Adriana McLane and Caryn Lee tackle the inevitable challenge that arises in every transformation: resistance to culture change. They move beyond the "panic mode" that leaders often feel when faced with pushback, explaining that resistance No How Culture Makes Strategy Stick: Aligning the What with the How | Ep 3 1 1 3 3 How Culture Makes Strategy Stick: Aligning the What with the How | Ep 3 full d7c2760d-6d2e-4331-a4dd-fb0a2c690509 https://betrulytransformative.com/episodes/how-culture-makes-strategy-stick In this episode, hosts Adriana McLane and Caryn Lee tackle the critical, yet often overlooked, relationship between strategic planning and organizational culture. They explore the famous adage that "culture eats strategy for breakfast," explaining why even the most brilliant business plans fail if they clash with the existing human "muscle memory" of an organization. Adriana and Caryn share personal stories of how they’ve seen strategies falter when leaders focus solely on the "what" (products and markets) without considering the "how" (people and culture).

The conversation provides a practical roadmap for aligning these two forces, emphasizing the importance of involving employees at all levels in the development process to ensure true buy-in. You will learn how to move beyond stated values on a wall to creating tangible cultural projects that are treated with the same rigor as financial goals. Whether you are navigating a merger, implementing new technology, or aiming for aggressive growth, this episode offers actionable insights on building a culture that serves as the ultimate execution system for your strategy.

Key Takeaways:

  • Why strategy fails when it ignores culture
  • How to align the what of strategy with the how of execution
  • Ways to create real buy-in and turn values into tangible cultural projects

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠betrulytransformative.com/work-with-us⁠

5 Essential Questions to Assess Culture

Download here

]]> In this episode, hosts Adriana McLane and Caryn Lee tackle the critical, yet often overlooked, relationship between strategic planning and organizational culture. They explore the famous adage that "culture eats strategy for breakfast," explaining why even the most brilliant business plans fail if they clash with the existing human "muscle memory" of an organization. Adriana and Caryn share personal stories of how they’ve seen strategies falter when leaders focus solely on the "what" (products and markets) without considering the "how" (people and culture).

The conversation provides a practical roadmap for aligning these two forces, emphasizing the importance of involving employees at all levels in the development process to ensure true buy-in. You will learn how to move beyond stated values on a wall to creating tangible cultural projects that are treated with the same rigor as financial goals. Whether you are navigating a merger, implementing new technology, or aiming for aggressive growth, this episode offers actionable insights on building a culture that serves as the ultimate execution system for your strategy.

Key Takeaways:

  • Why strategy fails when it ignores culture
  • How to align the what of strategy with the how of execution
  • Ways to create real buy-in and turn values into tangible cultural projects

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠betrulytransformative.com/work-with-us⁠

5 Essential Questions to Assess Culture

Download here

]]> Sat, 21 Mar 2026 20:52:03 -0100 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 1085 In this episode, hosts Adriana McLane and Caryn Lee tackle the critical, yet often overlooked, relationship between strategic planning and organizational culture. They explore the famous adage that "culture eats strategy for breakfast," explaining why even the most brilliant business plans fail if they clash with the existing human "muscle memory" of an organization. Adriana and Caryn share personal stories of how they’ve seen strategies falter when leaders focus solely on the "what" (products and markets) without considering the "how" (people and culture). The conversation provides a practical roadmap for aligning these two forces, emphasizing the importance of involving employees at all levels in the development process to ensure true buy-in. You will learn how to move beyond stated values on a wall to creating tangible cultural projects that are treated with the same rigor as financial goals. Whether you are navigating a merger, implementing new technology, or aiming for aggressive growth, this episode offers actionable insights on building a culture that serves as the ultimate execution system for your strategy. Key Takeaways: Why strategy fails when it ignores culture How to align the what of strategy with the how of execution Ways to create real buy-in and turn values into tangible cultural projects Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠betrulytransformative.com/work-with-us⁠ 5 Essential Questions to Assess Culture Download here In this episode, hosts Adriana McLane and Caryn Lee tackle the critical, yet often overlooked, relationship between strategic planning and organizational culture. They explore the famous adage that "culture eats strategy for breakfast," explaining why eve No Assessing Your Culture – The First Step to Transformation | Ep 2 1 1 2 2 Assessing Your Culture – The First Step to Transformation | Ep 2 full e83be1b7-d4c0-43f2-8a11-6529b52c27ca https://betrulytransformative.com/episodes/assessing-your-culture In this episode, hosts Adriana McLane and Caryn Lee delve into why assessing your current organizational culture is a non-negotiable first step in any strategic transformation. They discuss the common pitfalls of leadership assumptions, explaining how executives often view culture through a "mirror" (how they want it to be), while employees see it through a "window" (the reality of daily operations). By identifying these perception gaps, leaders can begin to understand the real cultural strengths and roadblocks that will either propel or hinder their strategic execution.

The conversation provides practical, tactical steps for listeners to conduct their own cultural assessments, including the use of leadership interviews, anonymous employee surveys, and diverse focus groups. Caryn also shares her expertise on using tools like the Narrative Big Five personality assessment to uncover the root causes of cultural patterns, such as a team’s natural inclination toward innovation or its tendency to prioritize harmony over progress. This episode is a guide for any leader looking to gain the self-awareness necessary to build a truly transformative organization.

Key Takeaways:

  • Why cultural assessment is the first step in transformation
  • How mirror-vs-window perception gaps derail execution
  • Practical tools: interviews, surveys, focus groups, and personality insights

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠betrulytransformative.com/work-with-us⁠

5 Essential Questions to Assess Culture

Download here

]]> In this episode, hosts Adriana McLane and Caryn Lee delve into why assessing your current organizational culture is a non-negotiable first step in any strategic transformation. They discuss the common pitfalls of leadership assumptions, explaining how executives often view culture through a "mirror" (how they want it to be), while employees see it through a "window" (the reality of daily operations). By identifying these perception gaps, leaders can begin to understand the real cultural strengths and roadblocks that will either propel or hinder their strategic execution.

The conversation provides practical, tactical steps for listeners to conduct their own cultural assessments, including the use of leadership interviews, anonymous employee surveys, and diverse focus groups. Caryn also shares her expertise on using tools like the Narrative Big Five personality assessment to uncover the root causes of cultural patterns, such as a team’s natural inclination toward innovation or its tendency to prioritize harmony over progress. This episode is a guide for any leader looking to gain the self-awareness necessary to build a truly transformative organization.

Key Takeaways:

  • Why cultural assessment is the first step in transformation
  • How mirror-vs-window perception gaps derail execution
  • Practical tools: interviews, surveys, focus groups, and personality insights

Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠betrulytransformative.com/work-with-us⁠

5 Essential Questions to Assess Culture

Download here

]]> Sat, 21 Mar 2026 18:51:38 -0100 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 723 In this episode, hosts Adriana McLane and Caryn Lee delve into why assessing your current organizational culture is a non-negotiable first step in any strategic transformation. They discuss the common pitfalls of leadership assumptions, explaining how executives often view culture through a "mirror" (how they want it to be), while employees see it through a "window" (the reality of daily operations). By identifying these perception gaps, leaders can begin to understand the real cultural strengths and roadblocks that will either propel or hinder their strategic execution. The conversation provides practical, tactical steps for listeners to conduct their own cultural assessments, including the use of leadership interviews, anonymous employee surveys, and diverse focus groups. Caryn also shares her expertise on using tools like the Narrative Big Five personality assessment to uncover the root causes of cultural patterns, such as a team’s natural inclination toward innovation or its tendency to prioritize harmony over progress. This episode is a guide for any leader looking to gain the self-awareness necessary to build a truly transformative organization. Key Takeaways: Why cultural assessment is the first step in transformation How mirror-vs-window perception gaps derail execution Practical tools: interviews, surveys, focus groups, and personality insights Ready to bring this into your organization? Connect with Caryn and Adriana at ⁠betrulytransformative.com/work-with-us⁠ 5 Essential Questions to Assess Culture Download here In this episode, hosts Adriana McLane and Caryn Lee delve into why assessing your current organizational culture is a non-negotiable first step in any strategic transformation. They discuss the common pitfalls of leadership assumptions, explaining how exe No Culture is Strategy: Why You Can't Truly Transform Without It | Ep 1 1 1 1 1 Culture is Strategy: Why You Can't Truly Transform Without It | Ep 1 full a4119e77-3a76-4aa1-abae-85015da49c5f https://betrulytransformative.com/episodes/culture-is-strategy In this debut episode of the Truly Transformative Podcast, hosts Adriana McLane, founder of Fulfilling Strategy, and Caryn Lee, founder of Narrative, explore the inseparable link between organizational strategy and culture. They share the story of how they met and why they decided to integrate their expertise to help companies turn bold strategies into lasting, field-level results.

The conversation dives into why culture is the ultimate execution system for any strategic plan. Adriana and Caryn discuss how even the most brilliant strategies can fail if the culture—the "human side" of the organization—is not intentionally aligned to support it. Through real-world examples, they illustrate the power of intentional culture and why leaders must move beyond seeing culture as a "one-off" initiative and instead treat it as a systematic, strategic driver.

Key Takeaways:

  • Why culture is the execution system behind strategy
  • How Adriana and Caryn combine strategy and culture expertise
  • Why culture must be treated as a strategic driver, not a one-off initiative

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com/work-with-us



]]> In this debut episode of the Truly Transformative Podcast, hosts Adriana McLane, founder of Fulfilling Strategy, and Caryn Lee, founder of Narrative, explore the inseparable link between organizational strategy and culture. They share the story of how they met and why they decided to integrate their expertise to help companies turn bold strategies into lasting, field-level results.

The conversation dives into why culture is the ultimate execution system for any strategic plan. Adriana and Caryn discuss how even the most brilliant strategies can fail if the culture—the "human side" of the organization—is not intentionally aligned to support it. Through real-world examples, they illustrate the power of intentional culture and why leaders must move beyond seeing culture as a "one-off" initiative and instead treat it as a systematic, strategic driver.

Key Takeaways:

  • Why culture is the execution system behind strategy
  • How Adriana and Caryn combine strategy and culture expertise
  • Why culture must be treated as a strategic driver, not a one-off initiative

Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com/work-with-us



]]> Sat, 21 Mar 2026 15:06:09 -0100 Caryn Lee and Adriana McLane Caryn Lee and Adriana McLane 580 In this debut episode of the Truly Transformative Podcast, hosts Adriana McLane, founder of Fulfilling Strategy, and Caryn Lee, founder of Narrative, explore the inseparable link between organizational strategy and culture. They share the story of how they met and why they decided to integrate their expertise to help companies turn bold strategies into lasting, field-level results. The conversation dives into why culture is the ultimate execution system for any strategic plan. Adriana and Caryn discuss how even the most brilliant strategies can fail if the culture—the "human side" of the organization—is not intentionally aligned to support it. Through real-world examples, they illustrate the power of intentional culture and why leaders must move beyond seeing culture as a "one-off" initiative and instead treat it as a systematic, strategic driver. Key Takeaways: Why culture is the execution system behind strategy How Adriana and Caryn combine strategy and culture expertise Why culture must be treated as a strategic driver, not a one-off initiative Ready to bring this into your organization? Connect with Adriana and Caryn at betrulytransformative.com/work-with-us In this debut episode of the Truly Transformative Podcast, hosts Adriana McLane, founder of Fulfilling Strategy, and Caryn Lee, founder of Narrative, explore the inseparable link between organizational strategy and culture. They share the story of how the No