Transformation isn’t just about systems and processes—it’s about people. That was the central theme during the recent session “Leading Through Disruption: How People-Centered Transformation Builds Stronger Cultures,” where Tim Morton, of Prompta AI, led a compelling conversation with Margaret Baker and Kristy MacLeod on how organizations can navigate change by keeping people at the forefront.
The Importance of Psychological Safety
Margaret, emphasized the critical importance of psychological safety, that change initiatives often focus on strategy and execution, but we can’t overlook the human element. Sharing that if employees don’t feel secure enough to voice concerns or share feedback, the entire effort can be undermined. This underscores the point that change management isn’t just about following processes but about ensuring that people feel supported throughout the transformation journey.
She further noted that leaders who can provide calmness and clarity during disruption set the tone for their teams, allowing them to navigate uncertainty with confidence. Even in times of chaos, it’s vital to communicate frequently and keep people informed.
Building Authentic Connections
Kristy highlighted the need for authentic connections during times of change, sharing that engagement during change isn’t about checking boxes; it’s about creating authentic connections. People need to feel seen, heard, and valued—especially during periods of disruption. This perspective highlights how focusing on human connections can prevent employee disengagement and foster alignment in times of uncertainty.
She also reiterated that including people along the way, providing the ‘why,’ and setting clear expectations are key and that sometimes your people just want to feel heard.
Leveraging Data-Driven Insights
A key theme from the session was the role of data and data-driven insights in aligning transformation efforts. Tim emphasized how Prompta AI leverages timely workforce sentiment to identify potential resistance and pinpoint areas that require targeted support. Tim noted that if we can pinpoint where people are struggling, we can take action quickly—before small issues become significant obstacles. A proactive approach is crucial, especially during large-scale transformation initiatives where maintaining alignment across diverse teams can be challenging. The need to not only identify areas of resistance but also provide actionable insights that enable leaders to implement tailored interventions that address specific challenges is essential.
Margaret further elaborated on this point, noting that data gives us visibility into what’s working and what isn’t. But it’s not just about gathering data—it’s about using that data to make people feel valued and heard. This data-driven approach not only aids in identifying friction points but also fosters a culture of inclusion and continuous feedback.
Maintaining Team Cohesion
During the discussion, Kristy MacLeod shared practical strategies for building and maintaining team cohesion amid ongoing change. Including the need to keep communication open, honest, and transparent. Share not just the what, but the why. When people understand the purpose behind the change, they’re more likely to get on board, she said.
Open communication is especially critical when employees are navigating ambiguity and uncertainty. By clearly articulating the purpose of change, leaders can foster a sense of shared purpose, reducing confusion and increasing alignment.
Practical Takeaways for Transformation Leaders
The session concluded with practical takeaways for leaders navigating disruptive change:
1. Foster Psychological Safety: Encourage open dialogue and provide safe spaces for employees to share concerns and feedback.
2. Utilize Data-Driven Insights: Leverage AI-enabled tools to identify resistance points and align transformation efforts.
3. Maintain Open Communication: Keep messaging clear, concise, and purpose-driven to prevent confusion and foster alignment.
4. Be People-Centered: Prioritize employee well-being, ensuring that every individual feels valued and heard throughout the change journey.
5. Provide Targeted Support: Use data to tailor interventions and provide targeted support to teams facing specific challenges.
Margaret concluded with a powerful reminder that at the end of the day, it’s not just about the numbers. It’s about people adapting, learning, and thriving in a new environment. Sharing that leaders who actively support their teams through that process will see more successful outcomes.
For leaders and organizations navigating change, the key takeaway from the session was clear: stay people-centered. Whether through fostering psychological safety, leveraging data-driven insights, or maintaining open communication, the more employees feel connected to the transformation process, the more likely they are to embrace change and contribute to its success.
For more insights on how to lead people-first transformations effectively, visit Prompta AI’s blog post page.
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