How to navigate people risks in change programs

Welcome to a new episode of our podcast, where Ulrike explores with her guest, Jennifer Thamm, a seasoned risk management expert, the crucial topic of people risks related to change programs. Join us in this insightful episode as we explore effective strategies to diminish distractions such as anxiety and anger, and to ensure the well-being of both individuals and organizations.In the European Union alone, stress-related incidents in organizations surpass a staggering 600 billion Euros annually. When it comes to large transformational programs, the greatest risk isn't necessarily about understanding the people involved; rather, it's the absence of a thorough risk evaluation and a robust people-centric program. One significant challenge faced during change is presenteeism—everyone may be physically present, but distractions, anger, or anxiety can hinder peak performance. Organizations must pinpoint the origins of presenteeism and find effective solutions, especially during large transformation programs.In addition to traditional HR Key Performance Indicators (KPIs), such as turnover and sick leave rates, it's essential to consider Key Leading Indicators (KLIs) from a risk management perspective. KLIs serve as preventative measures, signaling potential risks before they escalate. Identifying issues early allows for timely and proactive actions.Here are some proposed action steps: Understanding Everyone's Needs: Establish mechanisms to easily grasp the concerns of everyone involved. Conduct a bottom-up approach, involving both leadership and entry-level employees. Measurement Capability: Develop a straightforward measurement capability, avoiding unnecessary complications. Maintain consistency in measurements to ensure accurate comparisons over time. Taking Action: Assign individuals to address measured concerns. Define actions that genuinely tackle root causes and hold individuals across the organization accountable.A heads-up for EU-based organizations: Starting January 2024, mid-size and large companies are obligated to report on the UN sustainability goals. Health and wellbeing, the third goal, requires companies to not only look at and report on risks and opportunities but also govern wellbeing programs within the organization.Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. Until next time, keep leading, keep learning, and making a difference!About Jennifer ThammJennifer is based in Zurich, Switzerland. Through her company, SaysLife, she works with corporations to govern people & wellbeing-related risks in their organization. When not developing corporate solutions around transformation and well-being, she spends time with her family and coaches youth ice hockey.https://www.sayslife.com/ www.linkedin.com/in/jenniferthamm About Ulrike SeminatiUlrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.Connect with Ulrike!Website: https://ulrikeseminati.com LinkedIn: https://www.linkedin.com/in/ulrikeseminati/Email: [email protected]