Why people-centric change is the heart of successful transformations
According to CHAT, change is the only constant in today’s fast-paced business world, and you need to foster a whole bunch of things to be successful in this modern world of ours. Bla, bla, bla….
I think we all know that by now, and there is hardly any new wisdom or surprise to this, is there?
Yet, despite its importance and well-known character, most change initiatives still fail. Better yet, research reveals that over 70% of organisational transformations fail. They don’t achieve their intended outcomes. Why? One critical reason keeps rising to the top:
A lack of focus on people — the very heart of your and every other organisation.
The pitfalls of forcing change upon others
For many leaders, a top-down approach to change seems very logical. It’s fast, efficient, and ensures you’re in control — or so it seems. Leaders outline the new direction, roll out plans, and expect employees to fall in line. The world is looking bright and sunny.
Still, this approach often has hidden, unintended effects that leaders don’t see at first. Even better, when they do, it’s often too late and damage control kicks in. Damage being done by things like:
- Change resistance
- Lack of trust
- Missed opportunities
- Clash of cultures
These aspects all create problems. They are ruining your desired change, grinding it into a million pieces and scattering it to the wind.
Think about the resistance to your supposed change for an instance. Change can trigger undesired things: fear, anxiety, and uncertainty amongst employees. They resist when someone imposes decisions on them without the proper context. Wouldn’t you? Their resistance is not about wanting to be difficult. It stems from a lack of understanding and alignment with the vision that you are trying to get across.
And, they have to trust you and your fellow companions who dreamed up this wonderful and great transformation. Dictating change without involving your teams breeds division, not trust.
Your employees are your greatest source of insights. Use it! They understand the day-to-day realities of your organisation better than anyone else. When change is forced on them, their Collective Intelligence, perspectives, and creative solutions are often overlooked. Again, use it as it’s one of your most powerful resources.
And remember Peter Drucker? He famously said, “Culture eats strategy for breakfast.” A neglected or disrespected culture will resist even the best change strategies. Sustainable change can only happen with a culture aligned to your strategy.
Organisations don’t transform — people do
The simple truth is this: change cannot succeed unless people are completely on board. It is as simple as that. Every process improvement, tech upgrade, or strategy shift depends on individuals. They must embrace and execute the changes.
So, how can you, as leaders, inspire your people? You want them to be more than just compliant with your change. You want them to become active participants in the transformation journey.
Start with a compelling purpose
Before any major change, leaders must clearly explain the WHY behind the change. Why is this transformation necessary? What are the broader organisational goals? What happens if we don’t change?
A clear and connected purpose serves as a guiding light, your North-Star. It inspires employees. It helps them see how the change aligns with the vision and mission, and their roles in it. When people see the bigger picture, they’re more likely to commit to your journey.
Co-create your future
One of the most powerful ways to engage employees in a change is to involve them in designing it. Co-creation taps into the Collective Intelligence of your employees,. It harvests fresh ideas and innovative, practical solutions.
There are many ways to go in such a direction. Just to name a few:
- Facilitate workshops or other forums for employees to share their insights and ideas.
- Encourage cross-functional collaboration or lateral thinking to address challenges from multiple perspectives.
- Empower teams to take real ownership of specific aspects of the change.
When employees feel they have a voice, feel heard, and have a stake in the change, they become your allies, not the obstacles you have to overcome.
Communicate, communicate, and communicate
Effective communication is one of the cornerstones of people-centric change. Transparency leads to trust and frequent updates keep everyone aligned. How wonderful is that?
So, what should you communicate about? And for how long? We receive similar questions on a regular basis. Well, you can communicate about multiple things, like:
- The purpose and goals of the transformation.
- The potential challenges and how the organisation plans to address them.
- Progress updates and success stories.
Creating opportunities for two-way communication holds equal importance. Leaders should actively listen to employees’ concerns and address those with empathy and clarity.
Whatever you decide to do, keep communicating with your audience. There isn’t a real stop to it, a finish line you can reach. It is as continuous as your organisation is.
Why psychological safety matters
Change often involves experimentation, learning, and occasional missteps. You have to create a safe environment for employees to succeed. They should feel free to take risks, share concerns, and voice ideas without fear of judgment or retribution.
We’ve all have worked in places like that. If you are sincere about your change, then make sure to attend to this. Especially if you want it to succeed, thrive as a company, and become that great place to work at.
Aligned Autonomy
I hear many leaders think when reading this: not on my watch! This whole idea of autonomy only leads to chaos…. Well…. not really so. In a people-centric change, autonomy doesn’t mean anarchy. You can create Aligned Autonomy by setting clear boundaries and priorities. Then, give teams the freedom to decide HOW to achieve their goals.
This approach uses self-organising teams. They are agile, creative, and lead to faster decisions and better results. Giving people and teams responsibility doesn’t mean they are unaccountable. It would be good to remember that.
Why should you care?
Well, I understand the initial hesitation towards committing to a big overhaul of your company. But the evidence of unlocking incredible benefits is piling up nowadays. Think in terms of:
- Increased engagement – Valued, involved employees are more motivated and productive.
- Enhanced innovation – Teams are more likely to generate creative solutions when they feel safe and empowered.
- Stronger trust – Transparent communication builds credibility and strengthens the bond between leaders and employees.
- Sustainable results – A people-first approach ensures changes stick. It embeds them into your organisation’s culture, enabling long-term success.
- Improved Business Outcomes and ROI – Research shows that people-centric changes outperform peers in financial metrics. So, making this approach both ethical as well as economically effective.
Leading change is never easy. But, when people are at the center, it becomes a journey of empowerment and growth, not fear and resistance.
As a leader, you have a choice: will you impose change or inspire it? Will you see your people as obstacles or as allies? The answers to those questions could decide your next big change’s success or failure.
If you’re ready to embrace a people-centric approach to change, we’re here to help.
Want to learn more about leading change with agility? Download our free eBook, Leading with Agility. It has proven strategies to engage and empower your people during your transformation.
Have a great day!
Learn. Transform. Thrive.
