{"id":40921,"date":"2026-03-10T14:17:56","date_gmt":"2026-03-10T18:17:56","guid":{"rendered":"https:\/\/promptaai.com\/?p=40921"},"modified":"2026-03-10T14:35:26","modified_gmt":"2026-03-10T18:35:26","slug":"rebuilding-culture-in-times-of-disruption-when-insight-meets-experience","status":"publish","type":"post","link":"https:\/\/promptaai.com\/en\/rebuilding-culture-in-times-of-disruption-when-insight-meets-experience\/","title":{"rendered":"Rebuilding Culture in Times of Disruption: When Insight Meets Experience"},"content":{"rendered":"\t\t
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Featuring Tim Morton<\/a> (Prompta AI), Marc Merulla<\/a> (TBMOQ), and executive leader Joe Yacano<\/a><\/p>

When organizations go through disruption\u2014like M&A, operating model shifts, or major technology change\u2014culture doesn\u2019t \u201chold\u201d just because leaders announce a new structure, put words on a wall, or publish a plan. As Marc Merulla put it in a recent webinar: culture changes when people experience a new way of working together.<\/p>

That\u2019s why this conversation brought together three perspectives that are rarely combined in one place:<\/p>

\u00a0 \u00a0 \u00a0 \u00a0\u2022<\/span> AI-enabled insight into what employees are actually experiencing at scale<\/p>

\u00a0 \u00a0 \u00a0 \u00a0\u2022<\/span> Experiential learning that makes team behaviours visible (and changeable) in real time<\/p>

\u00a0 \u00a0 \u00a0 \u00a0\u2022<\/span>Front-line integration leadership\u2014what it really takes to land change without surprises<\/p>

If you missed the session, the recording is available.<\/a><\/p>

\u00a0<\/p>

Why experiential learning belonged in this conversation<\/h3>

Marc shared a simple story that landed with many leaders: he once brought a pool water sample to a store, and in minutes the system produced a clear diagnosis and a step-by-step set of actions to fix the problem\u2014no guesswork, no debating, no \u201ctheory-first\u201d planning.<\/p>

His point was direct: teams need the same kind of clarity during disruption\u2014not generic activities, but precise insight into what\u2019s happening, what\u2019s not happening, and what to do next.<\/p>

Marc also referenced Confucius: \u201cTell me and I\u2019ll forget, show me and I may remember, involve me and I\u2019ll understand.\u201d<\/p>

That\u2019s the role experiential learning plays: it turns \u201cconcepts\u201d into lived experience, so teams don\u2019t just hear the change\u2014they internalize it.<\/p>

\u00a0<\/p>

The credibility gap in traditional change approaches<\/h3>

A theme that came through repeatedly: leaders and program teams are tired of change management that feels template-based, linear, resource-heavy, and reactive\u2014especially when the real risks and resistance stay hidden until late.<\/p>

Marc said it bluntly: \u201cYou can\u2019t PowerPoint your way to team maturity and you can\u2019t template your way to trust.\u201d<\/p>

And Joe highlighted what many integration leaders learn the hard way: silence creates a narrative. If leaders aren\u2019t listening and engaging in a disciplined way, people fill the gaps with their own stories\u2014and adoption erodes quietly.<\/p>

\u00a0<\/h3>

What changes when leaders can see what\u2019s happening early<\/h3>

One of the most important moments came when Tim shared an M&A example: leadership teams had invested weeks into detailed strategies and plans\u2014then, after listening at scale, realized many planned interventions wouldn\u2019t hit the mark, and several critical issues were invisible until surfaced through real workforce insight.<\/p>

That\u2019s the shift: from assumption-based planning to evidence-based decisions.<\/p>

Prompta AI is designed to give leaders that early visibility\u2014so they stop solving the wrong problems and start targeting what will actually move adoption.<\/p>

Turning insight into disciplined action (not reporting)<\/p>

During the session, Tim described the operating rhythm that makes the difference:<\/p>

1. Create a psychologically safe way for people to share reality<\/p>

2. Segment the themes (by role, team, location, etc.) to avoid \u201cone message or engagement plan fits all\u201d<\/p>

3. Align leaders on the few decisions and actions that matter most now<\/p>

4. Equip people managers with specific actions for the next weeks<\/p>

5. Close the loop with employees\u2014fast (\u201cwe heard you, here\u2019s what\u2019s changing, here\u2019s how you can get involved\u201d)<\/p>

6. Repeat the cycle so the approach stays adaptive as conditions evolve and readiness is enabled<\/p>

This is also where integrations and go-lives become smoother: when leaders use insight to drive action early, Day 1 or go-live becomes a \u201cnon-event\u201d\u2014fewer surprises, less firefighting, and better adoption.<\/p>

\u00a0<\/h3>

A practical distinction leaders miss: bonding vs building vs development<\/h3>

Marc also introduced a simple but useful framework many leaders wish they had earlier:<\/p>

\u00a0 \u00a0 \u00a0 \u00a0\u2022<\/span>Team bonding (informal fun): morale + connection<\/p>

\u00a0 \u00a0 \u00a0 \u00a0\u2022<\/span>Team building (serious fun): accomplishing something together + learning as a team<\/p>

\u00a0 \u00a0 \u00a0 \u00a0\u2022<\/span> Team development (fundamentals): deeper capability (conflict, alignment, psychometrics, etc.)<\/p>

In disruption, organizations often default to \u201csomething fun\u201d when what they actually need is purposeful work that builds maturity, trust, and new operating behaviours\u2014grounded in real insight.<\/p>

Watch the recording<\/a><\/p>

To explore how experiential learning could support your organization\u2019s goals, you can book time directly with Marc: \u00b7 Book time with Marc (Calendly)<\/a>, TBMOQ website <\/a>and LinkedIn<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Featuring Tim Morton (Prompta AI), Marc Merulla (TBMOQ), and executive leader Joe Yacano When organizations go through disruption\u2014like M&A, operating model shifts, or major technology change\u2014culture doesn\u2019t \u201chold\u201d just because leaders announce a new structure, put words on a wall, or publish a plan. 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Leung","author_link":"https:\/\/promptaai.com\/en\/author\/leanne\/"},"rttpg_comment":0,"rttpg_category":"<a href=\"https:\/\/promptaai.com\/en\/category\/artificial-intelligence\/\" rel=\"category tag\">Artificial Intelligence<\/a> <a href=\"https:\/\/promptaai.com\/en\/category\/benefits-realization\/\" rel=\"category tag\">Benefits Realization<\/a> <a href=\"https:\/\/promptaai.com\/en\/category\/culture\/\" rel=\"category tag\">Culture<\/a> <a href=\"https:\/\/promptaai.com\/en\/category\/digital-transformation\/\" rel=\"category tag\">Digital Transformation<\/a> <a href=\"https:\/\/promptaai.com\/en\/category\/employee-engagement\/\" rel=\"category tag\">Employee Engagement<\/a>","rttpg_excerpt":"Featuring Tim Morton (Prompta AI), Marc Merulla (TBMOQ), and executive leader Joe Yacano When organizations go through disruption\u2014like M&A, operating model shifts, or major technology change\u2014culture doesn\u2019t \u201chold\u201d just because leaders announce a new structure, put words on a wall, or publish a plan. As Marc Merulla put it in a recent webinar: culture changes…","_links":{"self":[{"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/posts\/40921"}],"collection":[{"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/users\/23"}],"replies":[{"embeddable":true,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/comments?post=40921"}],"version-history":[{"count":5,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/posts\/40921\/revisions"}],"predecessor-version":[{"id":40929,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/posts\/40921\/revisions\/40929"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/media\/40928"}],"wp:attachment":[{"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/media?parent=40921"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/categories?post=40921"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/promptaai.com\/en\/wp-json\/wp\/v2\/tags?post=40921"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}