Week 7 Discussion – People First Leadership
From the video, “5 ways to lead in an era of constant change,” and your readings this week, respond to the following:
How would you describe the importance of putting people first in the transformation process for organizational change?
Describe the role of inclusive leadership when building a guiding coalition for successful organizational transformation. (Note: refer to Ch. 2 if you need to refresh your memory on guiding coalitions)
Week 7 Discussion – People First Leadership
In today’s fast-paced and ever-evolving organizational landscape, leaders must embrace continuous transformation to remain competitive and effective. A critical component of successful organizational change is the principle of putting people first. As emphasized in the TED Talk by Jim Hemerling, “5 Ways to Lead in an Era of Constant Change,” transformation should not come at the expense of employees but rather should be approached as an opportunity to empower and uplift them. This people-centric approach is essential for sustaining meaningful and lasting change.
The Importance of Putting People First
Organizational transformation often involves structural shifts, the adoption of new technologies, or changes in culture and strategy. These changes can create uncertainty, anxiety, and resistance among employees if they are not engaged in the process. When leaders prioritize the needs, values, and well-being of their people, they foster trust and engagement, which are crucial to the success of any change initiative. Employees are more likely to embrace and support transformation when they feel respected, heard, and valued. As Hemerling points out, change should be “always on” but also “always human.” This means leading with empathy, providing support and training, and co-creating solutions with the people who are most affected by change.
Putting people first also drives innovation and resilience. Engaged and empowered employees bring creative ideas to the table and are more adaptable to shifting demands. Leaders who invest in professional development, acknowledge individual contributions, and communicate transparently build a workforce that is motivated and aligned with the organization’s vision. Ultimately, this approach leads to improved performance, lower turnover, and a stronger organizational culture.
The Role of Inclusive Leadership in Building a Guiding Coalition
Inclusive leadership is a vital element in forming an effective guiding coalition—a diverse group of individuals with the power, influence, and credibility to lead and drive change. As highlighted in Chapter 2 of Our Iceberg Is Melting by John Kotter, guiding coalitions must possess strong leadership skills, mutual trust, and shared commitment. Inclusive leaders ensure that a broad spectrum of voices is represented in this coalition, which strengthens its ability to make informed decisions, anticipate challenges, and build widespread support across the organization.
Inclusive leaders actively seek out diverse perspectives, promote psychological safety, and cultivate an environment of respect and collaboration. This approach enhances problem-solving and helps avoid groupthink, as team members are encouraged to challenge assumptions and propose innovative ideas. Furthermore, when employees see leaders who reflect their values and experiences, they are more likely to connect with the transformation effort and contribute to its success.
Inclusion also strengthens the credibility of the guiding coalition. Employees are more likely to trust and follow a leadership team that demonstrates fairness, empathy, and cultural competence. Inclusive leaders model the behaviors needed to sustain change, reinforcing the organization’s commitment to equity and continuous improvement.
Conclusion
People-first leadership and inclusive leadership are not just ideals—they are practical strategies that drive successful organizational change. By centering transformation efforts around the needs and contributions of employees and by forming inclusive guiding coalitions, leaders can create resilient, adaptive organizations that thrive in the face of constant change. As change becomes an ongoing reality, organizations must remember that lasting transformation begins with a commitment to their most valuable asset: their people.
References:
Hemerling, J. (2016). 5 ways to lead in an era of constant change [Video]. TED Talks. https://www.ted.com
Kotter, J., & Rathgeber, H. (2006). Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions. St. Martin’s Press.