{"id":3818,"date":"2026-09-25T04:49:41","date_gmt":"2026-09-25T09:49:41","guid":{"rendered":"https:\/\/talking-talent.com\/us\/?p=3818"},"modified":"2026-09-25T05:07:55","modified_gmt":"2026-09-25T10:07:55","slug":"why-organizational-change-is-personal","status":"publish","type":"post","link":"https:\/\/talking-talent.com\/us\/insights\/blog\/why-organizational-change-is-personal\/","title":{"rendered":"Why Organizational Change is Personal.\u00a0"},"content":{"rendered":"\n            <div class=\"simple-content page-block\">\n                <div class=\"container simple-content__wrap\">\n                    <div class=\"body-content\">\n                        \n<p class=\"wp-block-paragraph\">\u00a0<br><\/p>\n\n                    <\/div>\n                <\/div>\n            <\/div>\n\n\n<div id=\"hero-article-6ac19a596aa80\" class=\"hero-article page-block page-block--pdtop-reg page-block--pdbot-reg\">\n\t\n\t<div class=\"container\">\n\t\t<div class=\"hero-article__content\">\n\t\t\t\n\t\t\t\t\t\t\t<span class=\"hero-article__date\">25 Sep 2026<\/span>\n\t\t\t\n\t\t\t<h1 class=\"hero-article__title\">Why Organizational Change is Personal.\u00a0<\/h1>\n\n\t\t\t\t\t\t\t<div class=\"hero-article__author\">\n\t\t\t\t\t<div class=\"hero-article__author-avatar\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"113\" height=\"150\" src=\"https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/09\/nancy-joyce.jpg\" class=\"\" alt=\"\" \/>\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<span class=\"hero-article__author-name\">Nancy Joyce<\/span>\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"hero-article__author-job\">EVP, Growth<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"hero-article__image\">\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"7360\" height=\"4912\" src=\"https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/09\/coworkers-discussing-new-business-while-working-to-2026-01-08-02-38-38-utc.jpg\" class=\"\" alt=\"Coworkers discussion\" \/>\t\t\t<\/div>\n\t\t\t<\/div>\n<\/div>\n\n\n\n<div id=\"sticky-content-sidebar-6ac19a596c38d\" class=\"sticky-content-sidebar page-block page-block--pdtop-reg page-block--pdbot-xl\">\n\t\n\t<div class=\"container sticky-content-sidebar__wrap\">\n\t\t<aside class=\"sticky-content-sidebar__sidebar\">\n\t\t\t<div class=\"sticky-content-sidebar__sidebar-top\">\n\t\t\t\t\t\t\t\t\t        <div class=\"social-share\">\n            <h4 class=\"highlight\">Share<\/h4>\n            <a href=\"mailto:?subject=why-organizational-change-is-personal&amp;body=Check out this post by US Site: https:\/\/talking-talent.com\/us\/insights\/blog\/why-organizational-change-is-personal\/\" title=\"Share by Email\"><i class=\"fa-regular fa-envelope\"><\/i><\/a><a class=\"social-share__link social-share__link--facebook\" href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Ftalking-talent.com%2Fus%2Finsights%2Fblog%2Fwhy-organizational-change-is-personal%2F&amp;title=Why+Organizational+Change+is+Personal.%C2%A0\" onclick=\"javascript:window.open(this.href,'', 'menubar=no,toolbar=no,resizable=yes,scrollbars=yes,height=600,width=600');return false;\"><i class=\"fa-brands fa-facebook-f\"><\/i><\/a><a class=\"social-share__link social-share__link--linkedin\" href=\"https:\/\/www.linkedin.com\/shareArticle?mini=true&amp;url=https%3A%2F%2Ftalking-talent.com%2Fus%2Finsights%2Fblog%2Fwhy-organizational-change-is-personal%2F&amp;summary=Organizations+tend+to+plan+change+through+strategy%2C+structure%2C+systems+and+timelines.+%0A%0APeople+experience+it+through+much+more+personal+questions%3A+Where+do+I+fit+now%3F+What+happens+to+the+work+I+have+built%3F+What+will+be+expected+of+me%3F+Will+I+still+be+able+to+succeed+here%3F+%0A%0AThose+questions+can+determine+whether+a+change+takes+hold+or+stalls.+\" onclick=\"javascript:window.open(this.href,'', 'menubar=no,toolbar=no,resizable=yes,scrollbars=yes,height=800,width=900');return false;\"><i class=\"fa-brands fa-linkedin-in\"><\/i><\/a><a class=\"social-share__link social-share__link--twitter\" href=\"https:\/\/twitter.com\/intent\/tweet?text=Why+Organizational+Change+is+Personal.%C2%A0 https%3A%2F%2Ftalking-talent.com%2Fus%2Finsights%2Fblog%2Fwhy-organizational-change-is-personal%2F\" onclick=\"javascript:window.open(this.href,'', 'menubar=no,toolbar=no,resizable=yes,scrollbars=yes,height=600,width=600');return false;\"><i class=\"fa-brands fa-x-twitter\"><\/i><\/a>        <\/div>\n        \t\t\t\t\t\t\t<\/div>\n\t\t\t<a href=\"https:\/\/talking-talent.com\/us\/insights\/blog\/\" class=\"ui-btn ui-btn--outline-b sticky-content-sidebar__back\"><span>Back to articles<\/span><\/a>\n\t\t<\/aside>\n\t\t<div class=\"sticky-content-sidebar__content\">\n\t\t\t<div class=\"body-content\"><p><!-- wp:paragraph -->A conversation with Nancy Joyce, EVP of Growth at Talking Talent<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><!-- \/wp:paragraph --><!-- wp:paragraph -->Organizations tend to plan change through strategy, structure, systems, and timelines. People<br \/>\nexperience it through much more personal questions: Where do I fit now? What happens to the work I have built? What will be expected of me? Will I still be able to succeed here?<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Those questions can\u00a0determine\u00a0whether a change takes hold or stalls. Nancy Joyce joined Talking Talent as EVP of Growth in July 2026. We sat down with her to discuss the human experience of<br \/>\norganizational change, the difference leaders can make, and why\u00a0personal\u00a0transition deserves as much attention as the change itself.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>When you think about the human side of change, where does your mind go first?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->People have different tolerance levels for change, but\u00a0it&#8217;s\u00a0a transition for everyone. Even if you\u00a0thrive\u00a0on\u00a0\u00a0change, it still requires you to change yourself. And when\u00a0I think about what\u00a0makes that hard, two things come to mind: fear and identity.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>Let&#8217;s\u00a0start with fear.\u00a0What&#8217;s feeding it\u00a0right now?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->There&#8217;s\u00a0so much press about the economy, and about layoffs handled in ways that\u00a0aren&#8217;t\u00a0very<br \/>\nconsiderate or humane. The contract between an individual and their organization is\u00a0very different\u00a0than it was fifty years ago\u00a0when job stability was more assured.\u00a0So\u00a0everybody is\u00a0operating\u00a0with a base level of anxiety, and it affects how they show up\u00a0at work.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->If\u00a0you&#8217;re\u00a0leading through change, you\u00a0have to\u00a0walk a balanced line. That means as much transparency as you can offer, empathy for what your team\u00a0is\u00a0experiencing, and real honesty about what the<br \/>\noutcome could be.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>What does\u00a0\u2018leading through uncertainty\u2019 look like in practice?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Years\u00a0ago\u00a0I was leading a team of about thirty at a tech company, and there was\u00a0open\u00a0discussion about whether\u00a0or not\u00a0our unit would be sold off. I was straight with them: If another organization buys us, they might keep us, or they might lay some of us off.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->But then I explained why it still made sense to keep doing their best. It maximized the chance the buyer would keep them, and even if it\u00a0didn&#8217;t,\u00a0they&#8217;d\u00a0want to talk proudly about their accomplishments as they looked for the next opportunity.\u00a0Beyond that,\u00a0I\u00a0said, only you can decide what you need to do to take care of yourself and your family.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Both things could be true.\u00a0I could give them valid reasons to continue being strong performers and<br \/>\nacknowledge they might be looking for another\u00a0opportunity just in case.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Addressing\u00a0fear\u00a0head-on is the only approach, because ignoring it makes it grow. People create their own stories to fill in the blanks. Get as close to the truth as you can reveal, while helping them feel<br \/>\nempowered in how they approach the next\u00a0time period\u00a0or iteration of their job.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>And\u00a0how does organizational change affect\u00a0identity?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->We\u00a0often\u00a0ask people to act as owners, and\u00a0that&#8217;s\u00a0a good thing. But when someone takes real ownership,\u00a0and\u00a0then\u00a0you ask them to hand their work to someone else,\u00a0there&#8217;s\u00a0a loss. Some grief, sometimes resentment, i.e., \u2018I built this project, and now I have to give it to you.\u2019<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->So\u00a0an important question for leaders to ask in any employee transition is: What about this change\u00a0affects\u00a0your identity, as a professional and as a human? What are you losing, and what are you gaining?<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Maybe your\u00a0identity was &#8220;owner of this project.&#8221;\u00a0Perhaps now\u00a0it&#8217;s: \u2018I have expertise in this problem, and working on one solution has given me ideas about others.\u2019\u00a0\u00a0Now you have created a bigger sphere of influence.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>A lot of anxiety right now attaches to AI. Does that change anything?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->The CEO of a consulting firm told a story about this. They built a chatbot for their new associates, and only about\u00a0half\u00a0used it.\u00a0In a post-implementation survey, the non-users revealed they were\u00a0afraid of\u00a0demonstrating\u00a0that AI could do their job.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->The next year the firm\u00a0reframed\u00a0the chatbot\u2019s role\u00a0\u2018This chatbot is your associate. Use it to elevate your game. Spend your time\u00a0analyzing\u00a0and being creative instead of doing hours of research.\u2019\u00a0Uptake went to\u00a0100%.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->So much depends on whether an\u00a0organization\u00a0positions AI as a tool that raises people&#8217;s game or as the thing that will replace them. AI looks backward; it\u00a0synthesizes\u00a0historical data. It\u00a0isn&#8217;t\u00a0creative about the future. That part is our\u00a0human\u00a0job\u00a0and people need to be reassured that they can\u00a0make\u00a0 the\u00a0transition or given the tools to do so.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>Are\u00a0organizations\u00a0too quick to label people &#8220;resistant to change&#8221;?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Some managers are. My question is always:\u00a0Why? What conditions have you created that make this person doubt\u00a0there&#8217;s\u00a0a place for them when things evolve?<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->As a leader,\u00a0it&#8217;s\u00a0your job to understand\u00a0what&#8217;s\u00a0happening in their head, not just label them. Some<br \/>\npeople genuinely resist change. Others are simply misunderstood.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->That&#8217;s\u00a0why leadership is hard. You\u00a0have to\u00a0understand people to motivate them, and if you\u00a0don&#8217;t,\u00a0you&#8217;ll\u00a0lose them.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><strong>Where\u00a0does Talking\u00a0Talent come in?<\/strong><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->We&#8217;re\u00a0adept at helping\u00a0organizations\u00a0through any kind of transition. Our heritage\u00a0is in\u00a0supporting<br \/>\nworking parents, but the principles of change are the same.\u00a0It&#8217;s\u00a0a question of emphasis.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->We&#8217;re\u00a0particularly strong at supporting individuals through an important shift, whether\u00a0that\u2019s\u00a0from<br \/>\nindividual contributor to manager, from\u00a0managing people to managing managers, or\u00a0working out what the\u00a0organization\u2019s\u00a0AI ambitions mean in your own function.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->The coaching first approach &#8211; that is asking questions, understanding a situation before trying to solve it,\u00a0\u00a0letting the coachee determine the focus, iterating with a coach or peers who have faced the same thing gets you further than tackling change alone. That means better relationships, faster behavior change, less turnover, more productivity, and better financial results.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->Supporting employees through change starts with supporting your leaders, especially\u00a0your most<br \/>\nfrontline leaders, to get better at what it is to be\u00a0leading other\u00a0human beings\u00a0in\u00a0the workplace.\u00a0It means giving them the space to consider what the transition means to them personally\u00a0and also\u00a0equipping them with the tools to support their teams during change.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph -->We spend so much of our lives at work. It makes sense to make that time as fulfilling, productive and positive as we can. At Talking Talent,\u00a0that&#8217;s\u00a0exactly what we spend our time doing.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><!-- \/wp:paragraph --><\/p>\n<\/div>\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n<div id=\"related-posts-grid-6ac19a596dc5c\" class=\"related-posts-grid page-block page-block--pdtop-reg page-block--pdbot-reg\">\n\t\n\t<div class=\"container related-posts-grid__wrap\">\n\t\t<h2 class=\"highlight highlight--tight\">You may also<br \/>\r\nbe interested in<\/h2>\n\t\t\t\t\t<div class=\"related-posts-grid__grid\">\n\t\t\t\t\t\t\t\t\t<div class=\"related-item\">\n\t\t\t\t\t\t<a href=\"https:\/\/talking-talent.com\/us\/insights\/blog\/leading-has-changed-has-leadership-development\/\" class=\"related-item__media\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" src=\"https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/business-colleagues-in-conference-meeting-room-dur-2026-03-24-03-29-47-utc-768x512.jpg\" class=\"\" alt=\"Business colleagues\" srcset=\"https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/business-colleagues-in-conference-meeting-room-dur-2026-03-24-03-29-47-utc-768x512.jpg 768w, https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/business-colleagues-in-conference-meeting-room-dur-2026-03-24-03-29-47-utc-300x200.jpg 300w, https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/business-colleagues-in-conference-meeting-room-dur-2026-03-24-03-29-47-utc-1024x683.jpg 1024w, https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/business-colleagues-in-conference-meeting-room-dur-2026-03-24-03-29-47-utc-550x367.jpg 550w, https:\/\/talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/business-colleagues-in-conference-meeting-room-dur-2026-03-24-03-29-47-utc-1440x960.jpg 1440w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t<span class=\"related-item__date\">25 Sep 2026<\/span>\n\t\t\t\t\t\t<h3 class=\"related-item__title h5\"><a href=\"https:\/\/talking-talent.com\/us\/insights\/blog\/leading-has-changed-has-leadership-development\/\">Leading Has Changed. 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What happens to the work I have built? What will be expected of me? Will I still be able to succeed here? <\/p>\n<p>Those questions can determine whether a change takes hold or stalls. <\/p>\n","protected":false},"author":14,"featured_media":3809,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"topic":[],"class_list":["post-3818","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Why Organizational Change is Personal.\u00a0 - US Site<\/title>\n<meta name=\"description\" content=\"Explore the human side of organisational change with Nancy Joyce. 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