From technological disruptions to evolving work models, organizations are in a perpetual state of transition. Yet, leading teams through these significant shifts is one of the most formidable challenges in modern business. While many leaders focus on frameworks and methodologies, they often overlook the most critical element: the human-centric skills that foster a resilient and adaptive work culture. This episode of The Growth Hacking Culture Podcast speaks about the heart of successful change management, revealing why traditional approaches often fail and how a more intuitive, people-focused leadership style is the key to navigating transformation effectively.
A significant part of the discussion addresses a persistent issue in the corporate world: the underrepresentation of women in senior leadership roles. Globally, women hold just over a third of senior management positions, and at the current rate of progress, gender parity in top roles may not be achieved for decades. This isn't just a matter of equality; it's a matter of missing out on a vast pool of talent equipped with the very skills needed for modern leadership. So, what happens when women do lead these major projects? Research and experience suggest they bring a highly effective, transformational approach to the table.
My guest: Camilla Calberg, with over two decades of experience leading major change programs across various industries, sheds light on the most significant obstacle in any change initiative: the premature jump to the "how." Many organizations, driven by a relentless push for results and milestones, immediately focus on the mechanics of a project without taking the time to deeply understand the "why" and the "what." This rush to action, often fueled by metrics that prioritize speed over sustainability, leads to vague project briefs and teams operating without a clear purpose. The result is a high rate of project failure, where initiatives reach a destination, but not the one the business truly needed.
The conversation explores whether this action-oriented-at-all-costs approach is tied to specific leadership styles. It challenges the notion of simple gender-based biases, suggesting the real issue lies deeper, in whether a leader operates from their ego or from a place of service and purpose. When leadership is driven by ego, the focus is on ticking boxes and achieving personal metrics. In contrast, when it's driven by a desire to serve customers and create a lasting impact, the entire dynamic shifts. This requires leaders to have the courage to challenge assumptions, ask probing questions, and slow down to ensure the direction is correct, even when pressured by a hierarchy that expects compliance.
This is where leadership traits often labeled as "feminine"—such as empathy, collaboration, intuition, and communication—are not just beneficial but essential. These skills are pivotal for creating a healthy, positive work culture, which is the bedrock of any smooth transformation. The discussion differentiates between leading with sympathy and leading with empathy. Sympathy involves becoming enmeshed in the emotions of others, which can derail a project. Empathy, however, is about holding space for others' emotions without being consumed by them, allowing for clear, compassionate, and rational decision-making.
Furthermore, the episode champions the power of intuition in leadership. The most successful leaders listen to their intuition before making critical decisions. However, intuition can only surface when leaders dare to slow down, cut through the noise of corporate pressure, and connect with their inner sense of what is right. This leads to a powerful conclusion: perhaps the focus shouldn't be on learning more change management methodologies, but on leaders learning to manage themselves.
The ultimate path to successful change lies in cultivating emotional intelligence. This isn't just about managing one's anger or stress; it's about being intelligent with one's emotions. It’s the ability to pause, recognize an emotional response, and choose a rational course of action rather than reacting impulsively. This skill improves decision-making, enhances one's ability to influence others, and builds the resilience needed for long-term success. The most effective change leaders see themselves not as the change itself, but as facilitators of change. Their primary role is to ask the right questions and empower their teams to succeed, creating a truly transformational and sustainable impact on the organization.
More on Camille Calberg:
Her Website https://www.calbergcoaching.com/
Her LinkedIn Profile https://www.linkedin.com/in/camillacalberg/
