Key Insights

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  Research impact should be viewed beyond immediate innovation or revenue, focusing also on organizational learning and reflection.

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  Mindset shifts within organizations are essential precursors to sustainable change from research insights.

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  Power structures, especially the 'power core', heavily influence which research insights can be acted upon.

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  Researchers often work in environments where stakeholders have little incentive and sometimes disincentives to change their minds.

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  The Wells Fargo scandal illustrates how reward structures and culture can cause unethical behavior despite known risks.

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  Using frameworks like Jake Galbraith's star model with a cultural overlay helps locate where insights may create organizational impact or resistance.

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  Double loop learning encourages organizations to question internal assumptions, enabling deeper change versus simple corrective actions.

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  Building coalitions and alliances is critical for researchers to safely surface controversial or inconvenient insights.

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  Ethical responsibility is integral for researchers, who must balance organizational profit motives with honoring participant voices.

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  Psychological safety and humble inquiry are vital cultural conditions for employees to speak up about uncomfortable truths.

Notable Quotes