Mental Models For Managing Change - Chunking

Welcome to a very special mini-series on The Inner Game of Change. I’m thrilled to take you on this journey as we explore something both timeless and practical: Mental Models for Managing Change.

Now, before we get into today’s topic, let’s quickly revisit something we mention in every episode — what is a mental model anyway?

A mental model is a way of seeing — a framework that helps us interpret complexity, solve problems, and make better decisions.
 You can think of it like a map or a lens. The clearer it is, the more confidently we can navigate uncertainty.

In our last episode, we explored the OODA Loop — a model that helps us respond quickly and wisely when change is moving fast and unpredictably.

Today, we are building on that, because once you have figured out how to adapt quickly, the next challenge is dealing with sheer size and complexity.

That is where today’s mental model comes in — Chunking.

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Ali Juma
@The Inner Game of Change podcast

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Episode Transcript

Speaker 1 (00:05):
Hi everyone and welcome back to Mental Models
for Managing Change.
I am Ali Jema and, as always,I'm so glad you're here.
Before we dive in, let'srevisit what we mean by a mental
model.
A mental model is a way ofseeing, a thinking framework
that helps us interpretcomplexity, solve problems and

(00:26):
make better decisions.
Think of it as a mental GPS.
The clearer the route, the moreconfidently we can navigate
uncertainty.
In our last episode we exploredthe OODA loop, a model for
adapting fast when circumstancesshift around us.

(00:47):
But what about when thechallenge itself feels too big
to start?
That's where today's mentalmodel comes in.
It is called chunking, and thisis all about breaking big change
into small, manageable pieces.
What is chunking?

(01:11):
Chunking is how our brainshandle overload.
We can hold a few pieces ofinformation at once, so we group
details into meaningful chunksto process them better.
Think of how you remember aphone number Instead of
0412345678, you probably storeit as 0412345678.

(01:34):
In change work, chunking helpsus reduce overwhelm, build
momentum and make bigtransformations feel possible.
A story from history the Apolloprogram.
Let's go back to 1961.
President John F Kennedy stoodbefore Congress and said I

(01:58):
believe this nation shouldcommit itself to achieving the
goal before this decade is outof landing a man on the moon and
returning him safely to theEarth.
It was one of the boldest goalsin human history, but NASA
didn't tackle it all at once.
They chunked the mission.

(02:18):
1.
Mercury Program they learn howto get a human into space and
back safely.
2.
Gemini Program Develop skillslike spacewalking, orbital
maneuvers and docking.
3.
Apollo Program Assemble allthose learnings into a mission

(02:42):
to reach the moon.
Each program was a chunk of thelarger goal.
Every success built confidence.
Every failure was containedwithin that chunk, not the
entire mission.
When Apollo 11 landed on themoon in 1969, it wasn't just
engineering genius.
It was a triumph of chunking,of turning a massive vision into

(03:06):
achievable milestones.
Why chunking matters in change?
In organizational change.
Big goals often fail becausethey feel too overwhelming.
Words like transformation cantrigger anxiety because people
imagine endless meetings,systems of evil and confusion.

(03:26):
Chunking lowers resistance.
It helps people see progress,feel in control and believe that
change is achievable.
How to use chunking in changework.
Here are three practical waysto apply chunking.
1.
Chunk your communication.

(03:48):
Instead of overwhelming peoplewith a 10-page change brief,
summarize it into three keythemes.
People remember stories andthemes, not bullet point
overload.
2.
Chunk your timelines.
Break your year-long projectinto phases.
Give each phase a clear goaland celebrate its completion.

(04:12):
3.
Chunk your capability building.
Start with essential knowledge,then layer on complexity
gradually.
Avoid training people on everyfeature at once.
Reflection challenge this weekthink of a change you are
leading, or one that feels stuck.

(04:32):
Ask yourself how can I breakthis into smaller chunks?
What's the first small piece Ican help the team succeed with?
And how might chunking reducefear and build momentum?
Because even the boldest vision, like putting a man on the moon
, starts with a single smallstep.

(04:53):
Thanks so much for joining meon the Mental Models for
Managing Change.
If this episode sparkedsomething for you, share it with
a colleague or drop me athought on LinkedIn.
I'd love to hear how you areusing chunking in your own
change work.
Next time, we will wrap up thismini-series with an episode on

(05:14):
the planning fallacy, exploringwhy we underestimate timelines
and complexity and how to planwith wisdom instead of wishful
thinking.
Until then, remember a journeyof a thousand miles begins with
a single step, especially ifthat step is part of a
well-chunked plan.

(05:34):
See you soon, Thank you.