Vince Chan
speaker
6,989 appearances
347 recordings
1 series
first heard Nov 2024
last heard Jun 2025
Vince Chan’s voice in public audio — every appearance, attributed to the second.
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Appearances
As I was putting together the guest list for the podcast, I thought of her right away. I emailed her directly. Within eight minutes, I got her reply. There, she said, I would love to be on your podcast. Please send over details. Our team will take a look to make sure it's a good fit for me and Mediafly, which I already assume it is. You bet, Mary. Here we go.
Yes, a couple of years, a lot of changes. This podcast is about change. You are the perfect person to talk about that.
back in your school days studying music and then move through the business landscape and now you are the co-CEO at Mediaflot.
At Forrester, you were the analyst. You analyze things.
You analyze businesses.
Now that you look back, if you analyze your career life, do you see any common threads or themes or factors or drivers of motivation? What would that be?
Yep, enabler. I really like this word. Some of the best leaders I've worked with and for over years, they really try to enable my success even before I believe in it. They will say, just do it. I have confidence in you. I'll help you with that. I'll make you a success. That's what I call enablement leadership. That is very empowering.
I like that term, mini CEO. You and Carson, the official co-CEO of Mediafly, you got a lot of mini CEOs on their own in their own space. They all have their own potential to grow, if I can summarize this way.
Other than sales, business, and tech, I know you are a passionate champion in driving diversity issues forward. especially with respect to women and LGBT communities. Tell us a bit more about your work there.
So you got a whole suite of tech-enabled solutions blended with human services. Yes. So how does the AI technology impact your space, especially in the context of human and machine interaction?
Next time, Mary is going to break down how AI technology is not just a buzzword, but a game changer for sales teams and their revenue goals. Plus, we are tackling a topic that is a bit out of the ordinary, the co-CEO governance model. Ever wonder how having two captains during the ship compares to the solo CEO journey? How do they make it work?
And what's the secret to balancing the benefits and the risks of sharing the leadership? Until next time, take care.
Hi, everyone. Welcome to our show, Chief Change Officer. I'm Vince Chan, your ambitious human host. Our show is a modernist community for change progressives in organizational and human transformation from around the world.
In her last episode, we look at how Pei Ling overcame the darkest period in her life, transforming from being a psychology major into winning the general election as the youngest elected parliamentarian. She discussed how facing biases related to age and gender has made her more resilient, both in terms of stamina and ability. A happy ending story for sure, but is that it? Of course not.
That's why we have part two, Before we dive in, let me share with you one golden rule of success in driving and sustaining change. Whatever change you try to make, lose weight, launch a new product, or even trying to stage a large-scale transformation project in your firm, this rule applies. This is a three-stage model of change proposed by the founding father of social psychology, Kurt Lewin.
According to him, in order to change, we need to first unfreeze, a stage where we understand the need and find the motivation to change. Second, change, the stage where you move towards a different behavior. Third, change, re-freeze, a stage where you solidify the change and establish that new behavior as the norm.
In Pei Ling's case, in the first stage, unfreeze, if you recall in part one of our interview, I asked her specifically about the why, about the need and the motivation to change, from psychology to business consulting, from private individual to public officer. So the need and the motivation to change, figure it out. This stage is very personal. It's about you. You may not get 100% of the why yet.
80, 90%, that's already very good. Because in the next stage, when you're going through the process of change, you will get to know more about yourself. So you'll figure out more, but you do need to start with a good chunk of understanding of your need and the motivation to change at the early stage, as in Pei Ling's case. The second stage, change, is the hardest part.
We start with thinking of yourself, but then in the second stage, you have to go beyond yourself, go above yourself. You need to think like a social psychologist. Change behavior is a function of a person and a situation. In the first stage, you figure out yourself, the person, but what about the situation? What in that environment that helps you drive and sustain the change?
What factors affect your behavior? What are some of the negative reinforcement factors? Well, in Pei Ling's case, for example, attacks in person and social media. What are the positive reinforcement factors? In Pei Ling's case, she got the support from the political party. In your case, you work in a big firm. You got support from a boss, from a CEO, from a board of directors.
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