Navigating Organisational Change: Reflections on Purpose, Inclusion, and Personal Growth

As I look back on my voyage through change, one truth stands clear: it's not the destination, but the journey itself that shapes us.

Having gone through organisational restructuring and survived it, I found myself reflecting deeply on the true essence of leadership, inclusion, and personal resilience. As I weathered the storm of change, I couldn't help but notice how easily individuals became mere cogs in the machinery of corporate strategy. It's a tale as old as time: the rhetoric of purpose and people-centricity, often overshadowed by the harsh realities of bureaucratic capitalism. In reflecting on my journey, I must credit Hein J.M. Knaapen and Nathalie Roos for their enlightening discussion on people-centric leadership. Their insights reminded that true success lies in prioritising the well-being of all stakeholders, ensuring that every decision creates value universally. As we navigate change, let us embrace a holistic view of leadership—one that places people at the heart of every decision, guiding us towards a future defined by purpose, inclusion, and shared prosperity.

The moment change was announced, a wave of uncertainty swept through the organisation, leaving behind a sense of upheaval and insecurity. Questions flooded my mind: How will I support my family? What does the future hold for me? The prospect of starting anew was daunting, tinged with feelings of failure and apprehension. Yet, amidst the chaos, I couldn't shake the nagging feeling that the human element—the very essence of what makes us valuable—was being overlooked.

Reflecting on my own journey, and when I had no control over will I stay or will I be let go or what new future will look like, I grappled with the notion of luck. Was I fortunate to retain my position amidst the turmoil, or were those who were let go granted a chance at a fresh start? It became clear that in times of pressure, we often discover reservoirs of resilience and creativity we didn't know we possessed. Yet, amidst these personal struggles, we kept going and delivering on our promise to our clients, we so much value. They allow us opportunity to create difference.

During that time I also couldn't shake the feeling of disappointment in the organisation's response—or lack thereof—to the human toll of change. It left me torn between my promise to the clients and continue business as usual and throwing a towel and saying I had enough and I am out! But I realised by quitting I am not creating impact but only pushing through the challenges and overcoming the darkness that’s when we make a difference.

Organisations that tout their commitment to people centrality and mental health must demonstrate these values in action, especially during internal restructures. The impact of change on mental well-being cannot be overstated, particularly in an environment where talent is commodified and biases persist. As someone who has felt the sting of prejudice based on accent or having foreign name, I am acutely aware of the need for organisations to prioritise inclusivity and empathy in times of transition.

A strong organisational culture and clear purpose are vital during internal restructuring and redundancies as they provide stability, foster trust, and maintain employee morale and engagement. They ensure clear communication and alignment with long-term goals, supporting smoother transitions and preserving the organisation’s reputation. Ultimately, these elements help manage change ethically and strategically, ensuring all stakeholders remain focused and unified.

H&S's 2021 report, "Aligning Culture with the Bottom Line," based on a survey of 500 CEOs, underscores the correlation between prioritising purpose-driven culture and achieving superior financial performance. It emphasises purposeful leadership, inclusivity, and adaptive approaches as key drivers of success in aligning culture with strategy and fostering people-first engagement.

Here are six profound lessons I gleaned from my journey through organisational change:

1. Keeping my own Purpose at the Heart of everything I do: I love what I do, and care deeply for outcomes of my work! I learnt a lot from Lead Through Anything, by Dustin Seale and Ed Manfre (2024) - Amidst the chaos of restructuring, I clung fiercely to my own purpose, using it as a guiding light through the uncertainty. I am deeply driven by creating a positive experience for all: clients I work with, various stakeholders and every colleague I collaborate. How we experience our work tasks and interactions with one another ensures that we consider all perspectives, feelings, and emotions.
2. Empathy, be kind and honest - we all experience change in different ways, have different emotions to the same situations and challenges. Leaders and colleagues also must remember that there is a human being on the receiving end either that might be an email, phone call or a corridor/ kitchen water cooler.
3. Authenticity Amidst the Chaos: In a sea of shifting priorities and evolving dynamics, authenticity became my compass. I realised that staying true to myself wasn't just a matter of integrity—it was a survival strategy. By embracing my authentic voice and values, I fostered trust and connection amidst the turbulence, building bridges where others saw only barriers.
4. The Value of Networks: I leaned heavily on my network. Colleagues, mentors, friends—each played a pivotal role in bolstering my spirit and offering guidance during tumultuous times. I learned that vulnerability wasn't a sign of weakness but a gateway to deeper connections and shared understanding.
5. Embracing Change, Voicing Truth: Change is rarely a smooth transition; it's often messy, chaotic, and filled with uncertainty. Yet, I discovered the power of voice and reflection. By acknowledging and articulating my feelings, I not only validated my experience but also opened the door to constructive dialogue and positive change.
6. Resilience & Agility - Our Secret Weapons: Perhaps the most profound lesson of all was the realisation that resilience and agility aren't just desirable traits; they're essential survival skills. In the face of adversity, I learned to bend without breaking, to adapt without compromising my core values. It was a testament to the power of human spirit and the capacity for growth, even in the most challenging of circumstances.

I recognise the importance of continuous improvement. I aspire for future changes to be better navigated, with leaders held accountable for their actions. I advocate for organisations to adopt a holistic view of inclusion and diversity, recognising that true prosperity stems from conscious choices that prioritise people at every level. Inspired by the examples set by prosperous organisations like Unilever, Gymshark, and Apple are aspirational not just for their success but for their innovative and people-centric approaches to managing change. Unilever’s sustainable transformation, Gymshark’s commitment to employees during crises, and Apple’s focus on both customers and employee value exemplify how purpose-driven and people-focused strategies can effectively navigate and thrive through organisational changes.

We have so many other great examples, I envision a future where people-centricity isn't just a buzzword, but a guiding principle that drives sustainable growth and shared success even through tough times like restructure and redundancies. Together, let's strive for a future where every individual feels valued, every voice is heard, and every organisation thrives in a culture of purpose and inclusion.

In conclusion, my journey through organisational change has been as much about personal growth as it has been about professional adaptation. I've learned that true leadership isn't about titles or accolades but about embodying values and inspiring others to do the same. As I navigate the ever-changing seas of corporate life, I carry with me these lessons and guiding me towards a future defined not by uncertainty but by purpose, belonging, and endless possibilities.

References

Building a People-Centric Enterprise. December 5th, 2023 | Webinar hosted by Hein Knaapen https://shop.ceoworks.com/building-a-people-centric-enterprise

Heidrick Consulting: Aligning Culture with the Bottom Line: How Companies Can Accelerate Progress, March 2021 https://www.heidrick.com/-/media/heidrickcom/publications-and-reports/aligning-culture-with-the-bottom-line.pdf

Lead Through Anything, by Dustin Seale and Ed Manfred, 2024 https://www.leadthroughanything.com/book