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Across industries, organizations are in a relentless race to adapt, driven by economic shifts, cultural evolution, and technological breakthroughs. Yet amid these shifts, one vital element often remains underemphasized: human connection. While strategies, systems, and technology are undeniably crucial, it is ultimately the human relationships within and around an organization that determine the success of transformational efforts, particularly those that redefine entire industries. Feedback loops, intentional people practices, and robust training and development can transform change from a strategic goal into a sustainable reality, fostering environments where innovation thrives, and employees feel deeply connected to a shared purpose.
The impact of putting people at the center is especially noticeable at the leadership level. According to recent research by EY and The University of Oxford – an alma mater of mine, leaders in organizations with a human-centric leadership model are 2.6 times more likely to meet their objectives, increasing goal achievement likelihood from 28% to 73%. This “people-first” approach isn’t simply about hitting targets; it fuels breakthroughs that enrich end-users’ lives, equipping them to reach their own ambitions and purposes. In our work and research at EXCELR8, one reality is true, the barrier and the opportunity to successful transformation comes down to leadership effectiveness.
1 – The Role of Human Connection in Organizational Change
At its essence, transformation isn’t about reconfiguring systems or overhauling processes; it’s about people. As I explored deeply in my book, Taking Point: A Navy SEAL’s 10 Fail-Safe Principles For Leading Through Change, successful transformation hinges on buy-in from all stakeholders. “In our business, without buy-in from practitioners, patients, and healthcare staff, even the best-laid strategies can falter,” says Benjamin Yu, founder of LPI Physical Therapy. His organization, which emphasizes a human-centric approach to physical therapy, treats the body as an interconnected system. This perspective doesn’t just address immediate symptoms—it cultivates long-term health and function, building genuine connections with patients that transcend the purely clinical.
This is a profound this example because Yu’s insights remind us that change requires more than structural adjustments; it requires trust, empathy, and genuine connection. Just like successful organizational change initiatives. When people see that transformation is designed to serve them—not just the bottom line—they’re more likely to contribute authentically, driving outcomes that benefit all. But when they don’t see that connection – which is a failure of leadership – they are far less likely to participate.
2 – Building Trust as a Foundation for Lasting Change
Trust is the bedrock of any successful organization, yet it is especially critical during times of change. As Yu points out, “Without trust between practitioners and patients, change initiatives can feel forced or inauthentic, leading to resistance and even failure.” Leaders who prioritize transparency, welcome feedback, and foster open dialogue create cultures where employees feel secure enough to embrace change. This openness makes feedback loops a crucial aspect of transformational efforts, allowing leaders to refine their approaches based on real-time insights rather than assumptions.
Margaret Dawson, a change management expert, captures this dynamic well: “To put your organization through a major transformation requires trust—across the entire company but especially in leadership.” Leadership’s role isn’t limited to crafting the grand vision; it involves “getting out there” and genuinely connecting with employees, customers, and partners. Only through this effort to relate transformation to the people implementing and affected by it can change be truly successful. Leaders must bridge the gap between lofty strategies and the human reality of transformation, grounding it in the everyday experiences of those involved.
3 – Communication: The Lifeblood of Transformation
Effective communication is non-negotiable in any transformational effort. Without clear, consistent messaging, change initiatives can spark confusion, fear, and resistance. In physical therapy, for instance, leaders who communicate not only the “what” but also the “why” behind each therapeutic approach create alignment among practitioners and patients, alleviating uncertainty and fostering a sense of shared purpose. But effective communication goes beyond top-down directives; it thrives on listening and feedback. The same as true internally is any organization. A lack of aligned communication, especially related to shifting and competing priorities, is the core driver of change failure.
Two-way communication is fundamental in any people-centered transformation strategy. Leaders who prioritize human connection know that listening is as vital as leading. Genuine transformation occurs when employees and end-users feel heard, respected, and valued. “By actively engaging with feedback—whether from employees or customers—leaders can adapt their strategies to be more inclusive and impactful. This iterative process, or feedback loop, ensures that the transformation is not only resonant but sustainable,” says Margaret Dawson in her article The Secret to Digital Transformation in Human Connection. It’s only through such engagement that leaders can successfully bring everyone along in the transformational journey.
4 – Fostering Innovation Through Human Connection
Human connection does more than smooth transitions; it fuels innovation by creating environments where creativity can flourish. Real, lasting transformation often requires creative solutions to complex problems, and these solutions are most often found through collaboration and teamwork. When team members feel truly connected to their work and their peers, they are more likely to engage in meaningful discussions, share ideas, and work toward shared goals.
In organizations that prioritize human connection, employees across all levels feel empowered to bring their authentic selves to work. They aren’t confined by rigid hierarchies but rather feel supported to voice ideas, test boundaries, and pursue collaborative solutions. The integration of technology, strategic frameworks, and robust people practices plays a vital role in fostering this kind of connection, but these elements cannot succeed in isolation. The real power lies in the bonds formed within the organization—bonds built on trust, open communication, and empathy. When leaders cultivate these connections, they set the stage for continuous improvement, innovation, and agility, creating an environment in which the organization can adapt to change without losing its essence.
5 – Purposeful People Practices: Fueling Development and Retention
One of the most effective ways to maintain strong connections within an organization is through purposeful people practices, particularly in training and development. This can and should be accomplished through integrated well-designed solutions including in-person training programs, e-Learning, and performance management SaaS platforms. Employees who see opportunities for growth are far more likely to stay engaged and aligned with the organization’s mission. Training programs that build relevant skills and encourage professional development foster loyalty, resilience, and adaptability in the workforce. These programs, grounded in the company’s values and mission, become an essential part of the organization’s transformation journey. They increase engagement which drives higher degrees of participation in change initiatives.
Feedback loops are key here, as well. Employees should have opportunities to reflect on their growth, voice what’s working, and suggest improvements. By creating a cycle of feedback and adjustment, training and development programs can be refined to meet evolving needs, thus reinforcing the alignment between individual ambitions and the organization’s goals. This cyclical process not only supports transformation but also strengthens commitment at all levels, as employees feel actively invested in and recognized for their contributions.
6 – A Holistic Model: Balancing Systems and People
While technological tools and data-driven strategies are invaluable in driving organizational change, they’re only part of the equation. The human connections within an organization—the trust between leaders and teams, the communication that flows openly, and the development opportunities provided—are the pillars upon which successful transformation is built. By fostering a culture that prioritizes people alongside systems, leaders can create a sustainable model of change that thrives on innovation, adaptation, and resilience.
Ultimately, transformation is more than an operational overhaul; it’s a journey that encompasses every individual within the organization. When people feel connected, they’re more willing to embrace change, collaborate across functions, and contribute their best efforts. Transformation, then, is not merely a process but a shared commitment to growth, one that fuels an organization’s ability to adapt and thrive in an ever-evolving world.
People-First Transformation for a Lasting Impact
In the end, transformation is about more than updating systems or implementing new strategies—it’s about the people who bring these changes to life. Human connection, rooted in trust, open communication, and purposeful practices, forms the foundation of lasting change. By creating an environment where employees feel genuinely connected to the organization and each other, leaders can inspire a sense of belonging, foster innovation, and drive continuous improvement. Organizations that prioritize these connections will not only succeed in their transformational efforts but will create workplaces where people are empowered to contribute, grow, and thrive.
Source: GWFM Research & Study
