Change at any level can be difficult. However, inside a large organization, it can be more so because for that change to not only take place, but to do so effectively, often means the transition of power, and those who have the power, are not usually in a hurry to give it up.
So, can we implement genuine and meaningful change as a way to confront the Obstructionism of Innovation without creating a cultural civil war? You might be surprised.
Our guest for the next two episodes is Greg Larkin. Greg Larkin is passionate about three things; transforming huge companies, being a good dad, and punk music. He is a global authority on entrepreneurial transformations in large organizations.
Greg is a transformation advisor to Uber, Google, PWC, Booz Allen Hamilton, and other large organizations. He has also served as the Director of Product Innovation at Bloomberg and across the Global 100. He's learned that change that's necessary is never easy and often, surprisingly unauthorized. Greg is also the founder of Punks & Pinstripes, a global coalition of intrapreneurs, entrepreneurs, and punks. 
Greg is also the author of the business bestseller (in six countries), This Might Get Me Fired.

Website
http://www.thisisgreglarkin.com
http://PunksAndPinstripes.com 

Social Media
https://twitter.com/Gregory_larkin
https://www.linkedin.com/in/gregilarkin

Part 2) The 4 forms of Obstructionism and how to deal with them

The Dangers of Tech Euphoria

The 4 forms of Obstructionists and how to deal with them:

The Skeptics

The Cops

The Traditionalists

The Territorialist 

Finding Your Executive Evangelist

Turning Point Lessons from being an Executive at Bloomberg

Falling in Love with The Problem

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Curious to discover how tapping into the Anatomy of Meaning can #actualize your #business, #culture, #Leadership and #tribe DovBaron.com
"Those Who Control Meaning for The Tribe, Also Control The Movement of That Tribe"
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