Quiet Cracking and the Supercycle of Change with Dr. Michelle McQuaid

What we covered in this chat

In this episode of the Well Workplaces Podcast, I sat down with Dr. Michelle McQuaid to explore how leaders can navigate what she calls the “super cycle of change” - a period where economic, political, environmental, social, and technological shifts are colliding and amplifying one another. 

Michelle’s insights offered a timely reminder that amidst all this complexity, the most important skill leaders can cultivate is the ability to communicate with heart.

The reality of the “Super Cycle of Change”

Michelle described today’s workplaces as caught in a constant swirl of disruption - where uncertainty, fear, and doubt (“the FUD,” as futurist Amy Webb calls it) can easily erode trust and civility. We’ve seen how ongoing restructures, hybrid work shifts, and rapid technology adoption are creating fatigue and quiet cracks in teams.

Michelle emphasised that these conditions don’t just challenge morale - they directly affect performance. When people experience incivility, 80% report lost time worrying about it, and 63% spend time avoiding the person involved. Leaders, she noted, lose around seven weeks per year dealing with the fallout.¹ Those numbers alone highlight the business case for fostering trust, safety, and respect in teams.
 

The heart of change framework

One of the key takeaways from our chat was Michelle’s HEART framework, a practical approach to connected communication in workplaces. Rather than adding more noise to already overwhelmed systems, the HEART framework focuses on communication that helps people feel safe enough to stay engaged during change.

• H – Honour feelings: Allow space for both the hope and the fear that come with change.
• E – Engage purposefully: Remind people of why the change matters and what’s meaningful to them.
• A – Appreciate strengths: Shift from fixing weaknesses to building on what works.
• R – Reach out for help: Encourage asking for support rather than struggling alone.
• T – Take tiny steps: Celebrate small wins to maintain momentum and resilience.

For leaders and managers, the HEART model offers a structure to lead more intentionally — particularly when guiding teams through uncertainty, hybrid transitions, or organisational change.

The cost of “Churn and Burn” leadership

Michelle also challenged the old “churn and burn” leadership model — organisations that push productivity at the expense of people. She shared that some CEOs openly accept high turnover as part of their business strategy, but this approach comes with brand, reputation, and human costs. Instead, she advocates for a “learn and grow” model, where employees are developed, respected, and even those who leave retain positive associations with the business.

As workplace leaders, our people’s cognitive and emotional energy are resources we invest in. Protecting them isn’t just ethical - it’s efficient.

Final thoughts

Reflecting on this conversation, my biggest takeaway is that psychological safety and connected communication are not “soft” skills - they are strategic necessities. As Michelle put it, our role as leaders is to be both the strategic and social glue of our teams.

In a world increasingly driven by technology and automation, human connection remains our most valuable competitive advantage. As you lead through your own cycles of change, consider:

• Are you helping your team feel safe enough to stay engaged?
• Are you communicating with people, not at them?
• And are you modelling the calm, light leadership that builds trust and performance over time?

Written by Tom Bosna
November 2025

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