When I work with leaders navigating transformation, one truth stands out: change isn’t just a process—it’s a conversation.

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And let’s be honest—those conversations can make or break your initiative.

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That’s why I love the TALK framework from Harvard professor Dr. Alison Wood Brooks. It’s simple, practical, and powerful for executives leading change.

T stands for Topics. In times of uncertainty, clarity matters. Focus on the “why” behind the change, what success looks like, and how it impacts people. When leaders set the right topics, they cut through noise and build confidence.

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A is for Asking. Great leaders don’t just give answers—they ask better questions. “What’s your biggest concern about this shift?” or “What would make this transition easier for your team?” Asking invites dialogue and signals respect.

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L is for Levity. Change can feel heavy. A touch of humor or optimism lightens the load and keeps people engaged. Levity isn’t about ignoring challenges—it’s about creating space for resilience.

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K is for Kindness. Every conversation during change should reflect empathy. Acknowledge uncertainty, validate concerns, and show respect. Kindness turns resistance into partnership.

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At Pragilis, we believe TALK isn’t just about words—it’s about connection. And connection is what makes change stick.

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How are you applying the TALK framework to lead conversations that make change stick in your organization?

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