“Change is inevitable, but when we approach it with curiosity, compassion, and a little humor, it becomes the catalyst for real growth — that’s when the workplace starts to sing in harmony.”
— Rich Cruz
In today’s ever-evolving work landscape, fostering a positive and productive workplace culture is more crucial than ever — but who says it has to be boring? Enter Rich Cruz, organizational development consultant, co-founder of Harmonious Workplaces, and the imaginative mind behind Hermie the HR Hermit Crab — a clever, cartoonish character helping companies navigate complex topics like change management, psychological safety, and employee engagement with humor and heart. Drawing from years of experience in consulting, teaching, and creative arts, Rich has made it his mission to bring a refreshing, people-centered approach to how organizations function and thrive.
In this inspiring and entertaining interview, Rich sits down with Stacey Chillemi to discuss how his visual storytelling background and evidence-based strategies collide to reshape the way we think about teamwork and transformation. From relatable office anecdotes to powerful insights on leadership, communication, and vision alignment, Rich offers practical solutions with a playful twist. Whether you’re a CEO, HR professional, or just someone who’s tired of corporate dysfunction, his message is clear: real change starts when we make space for curiosity, collaboration, and just a little bit of crabby humor.
Thank you so much for joining us, Rich! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?
Absolutely, and thanks so much for having me! I’m an organization development consultant and co-founder of Harmonious Workplaces. My journey has been anything but linear — I actually started out in visual arts, earning my undergraduate degree from the University of Chicago. Over the years, I’ve worn many hats, including running a sign company and doing consulting work in corporate environments. I’ve always been fascinated by how people work together, how organizations can improve, and how culture really drives performance. My love for creativity and my passion for helping people finally came together when we launched our podcast Harmonious Workplaces. That platform opened the door for Hermie the HR Hermit Crab — a character who brings levity and truth to serious business topics.
Let’s talk about Hermie the HR Hermit Crab. What inspired you to bring this unique character to life?
Great question. Hermie came from the desire to approach workplace challenges in a way that was both meaningful and accessible. Let’s be real — topics like change management, organizational culture, and inclusion can be heavy. I thought, “What if we could wrap those lessons in humor and storytelling?” The idea of using a cartoon character to do that made it fun and digestible. Hermie is a hermit crab who literally changes shells — which is a perfect metaphor for the human struggle with change. We wanted to create something that would not only spark a smile but also help professionals reflect on their own workplace behavior and culture.
What’s one of your favorite stories or gags from the book?
One of my favorites — and probably the most relatable — is the first gag in the book. Hermie talks about how hard it is to change, and in classic hermit crab fashion, he struggles to let go of his old shell. The punchline? He has a whole closet full of old shells he can’t seem to throw away. It’s hilarious, but also very real. It’s based on what I’ve seen in the field — people clinging to old habits and outdated systems even when something better is available. It’s a funny image, but it also highlights how emotionally attached we become to “the way we’ve always done it.”
So that story is actually based on real experiences?
Oh, 100%! That specific gag was inspired by a consulting project I did with a real estate firm. They had a Salesforce CRM system in place, but almost no one was using it. People were still managing clients with handwritten notes and Excel spreadsheets. Why? Because it felt comfortable and familiar. I helped redesign the CRM to fit their needs and trained them on how to use it, but the resistance was still there. Some people told me, “Yeah, I’m entering data into the CRM… but I’m also keeping it in my notebook just in case.” That behavior, that hesitation — that’s what inspired Hermie’s closet of shells.
Why do you think change is so difficult for people?
Change disrupts our sense of security. It’s not just about adopting a new process — it’s about letting go of something we’ve built a routine and identity around. In our podcast, we often refer to the Bridges Transition Model, which describes three stages: the ending (saying goodbye to the old), the neutral zone (where people feel lost or uncertain), and the new beginning (where the new becomes familiar). People often grieve what they’re leaving behind, even if it wasn’t ideal. That emotional arc is what makes change so tricky — and that’s why it needs to be handled with empathy, clarity, and support.
What’s your definition of a harmonious workplace?
I love this question. I come from a musical household — my wife is a middle school music teacher, and we actually met through band in high school. So I naturally think about harmony in musical terms. Harmony isn’t the absence of tension; it’s the resolution of it. In music, you need dissonance to create beauty. The same goes for a workplace. A harmonious workplace is one where different voices, talents, and ideas come together in a way that’s aligned, collaborative, and resonant. Everyone is rowing in the same direction, and even when there’s disagreement, it’s in service of innovation and progress.
But how do you actually “tune” a workplace like an instrument?
It starts with tuning into reality — understanding where the organization currently stands. We call this “baselining.” Just like when you begin a fitness program, you need to know your current weight, your nutrition habits, your strengths and weaknesses. We take the same approach with organizations. We do a deep analysis — what’s working, what’s not, and what’s missing. Then we create SMART goals (Specific, Measurable, Attainable, Relevant, Time-bound) and map out a step-by-step strategy. We also assess people’s confidence levels — what we call self-efficacy — and we design training that builds both competence and confidence.
Can you give us an example of how this worked in practice?
Definitely. I worked with a law firm where case files and client updates were scattered across multiple desks — some in piles of paper, others in random emails. They had a centralized digital system, but no one used it because the training was minimal and unclear. I started with a job analysis for each team member and mapped out their tasks. Then, we created role-specific training, job aids, and on-the-job coaching. Over time, we saw huge improvements: meetings got shorter, everyone came in prepared, and we eliminated a ton of paperwork. It was a complete cultural shift.
What are the top three issues you see in most workplaces?
Number one is unclear vision. Leadership often has a big-picture goal, but it’s not communicated well — or at all — to the rest of the team. If people don’t know where the company is headed, they can’t align their work or feel invested. Second is communication. We live in a time with endless tools — Zoom, Teams, Slack — but we often don’t use them effectively. There’s either information overload or critical silence. And third, as I mentioned earlier, is a lack of psychological safety. If people are afraid to speak up or share ideas, innovation is stifled. Culture suffers.
Can you elaborate on psychological safety and why it matters so much?
Psychological safety is the foundation for any high-performing team. It’s the idea that people can express themselves — whether it’s a new idea, a concern, or even a mistake — without fear of punishment or humiliation. When employees feel safe, they contribute more, take smart risks, and collaborate better. Cheryl Volpe, one of our co-hosts and co-authors, wrote a powerful white paper on this. It’s available on our site and I highly recommend it to any leader serious about improving team dynamics.
Why is humor such a powerful tool in business?
Humor breaks down walls. It allows us to approach uncomfortable truths without defensiveness. When you’re laughing, you’re also listening — and that’s where transformation begins. Hermie’s stories are funny, but they also invite self-reflection. They make people say, “Oh, that’s totally me!” without feeling judged. That kind of engagement is rare, and incredibly effective.
What kind of reactions have you gotten to the book?
Honestly, they’ve been fantastic. People pass the book around the office and say, “How did you know this was happening here?” That’s the best compliment — because it means the book is relatable. We even had people joke that we must have been flies on the wall during their meetings. The humor draws them in, but the message sticks — and that’s the magic.
What size companies do you typically work with?
We work with companies of all sizes, but most of our clients fall in the 15 to 250 employee range. We serve industries like manufacturing, legal, professional services, healthcare, and even entertainment. Manufacturing is especially close to our hearts because it plays such a vital role in the economy and often gets overlooked in terms of organizational development.
What services do you offer through Harmonious Workplaces?
We offer a range of services designed to build high-functioning, values-driven organizations. We start with visioning sessions to help companies define where they want to go. Then we conduct organizational assessments using validated tools to understand both people and processes. We also offer deep-dive process mapping, change leadership coaching, and training programs. My co-founder Ben Kleinman has even developed a four-step change model that distills decades of experience into something practical and powerful. And Cheryl Volpe’s work on psychological safety and workplace signaling adds another layer to our toolbox. We’re not just consultants — we’re your cultural transformation partners.
You also mentioned a powerful quote earlier. Could you share it again for our readers?
Of course. It’s something we close every podcast with: Make change your friend. Change is inevitable — in life and in business. So rather than resist it, why not embrace it? Be curious about it. Learn from it. Growth only happens when we’re willing to evolve. That mindset alone can reshape an entire organization.
How can our readers further follow your work online?
You can find everything at harmoniousworkplaces.com — that’s our central hub. The podcast is there, Hermie the HR Hermit Crab is there, and you’ll also find details about our services. I’m also on LinkedIn at linkedin.com/in/richardjacruz — that’s where I post updates and articles regularly. We have both a LinkedIn and email newsletter, and we host webinars and workshops throughout the year. So come join us — let’s build something harmonious together.
Thank you so much for spending time with us today, Rich. Your insight, humor, and heart are exactly what our workplaces need more of.
Thank you so much, Stacey. This was truly a pleasure. I always enjoy our conversations, and I’m so grateful to share this message with your audience. Let’s keep the harmony going!
