For people to embrace an ever-evolving world, it is essential to make the right changes at the right time. A good change manager is invaluable for ensuring these changes are implemented effectively and efficiently. However, managing change without empathy will affect the organisation and its people financially, mentally, and physically. Today, our guest is Samantha Barr who will help us understand change management through the lens of empathy.
We explore Samantha’s meaning of change management, the human-centred design of change management, the role of change practitioners, the need for change managers, the impact on the mental health of a person working as a change practitioner and much more. Today's discussion is so lovely, as Samantha and I discuss all things empathy and change management.
[02:56] - What change is all about?
[04:26] - Who needs a change manager?
[06:40] - Human-centric design of change management
[08:26] - Favourite change management projects that Samantha has worked on
[11:09] - Role of empathetic leadership in change management
[14:22] - Role of a change practitioner
[16:11] - Building trust with the clients as a change manager
[21:01] - Pockets of resistance within the change management community
[24:42] - What does bad change management look like?
[28:34] - The best way for a change practitioner to get people to trust you
[32:32] - Her way of working as a change manager
[35:06] - Her advice to someone who is going to work with a change manager
“If you don't have a leader that is connected to their people, it can really be a huge challenge for the change to be accepted in any way or able to be engaged in the change.”
“The most successful change occurs when people are engaged in it.”
“Leaders need to be vulnerable, they need to build trust and connection.”
“Empathy is not always give, give, and give. If it is you will burn out.”
“If you don't know why the change is occurring, you can't talk about the what, the how, or the who.”