Felicity George, Author at FDG Consulting

In a world where transformation is constant, standing out in change management isn’t about being the loudest voice in the room – it’s about being the most effective and trusted. Organisations are flooded with change initiatives, and the demand for skilled change professionals is higher than ever. With so many voices in the field, how do you make your mark?

At FDG Consulting, we’ve spent years leading complex transformations across industries, and one thing is clear: it’s not just about managing change – it’s about influencing, inspiring, and embedding it in a way that truly sticks. Here are my top ten thoughts and tips on how to ensure your impact in the world of change management and transformation – especially for business and digital leaders who need to deliver change effectively with the support of skilled change professionals.

Lead with Clarity, Not Just Process
Change frameworks, methodologies, and best practices are important, but they’re not enough. The real differentiator is how you translate those frameworks into clear, actionable strategies and outcomes that resonate with people.

📌 Tip: Focus on the “why” before the “how.” When people understand the bigger picture, they’re more willing to embrace change.

Build Influence Without Authority
One of the greatest challenges in change management is that you often have to lead without direct authority. True change leaders influence decisions by building trust, credibility, and relationships across all levels of an organisation.
📌 Tip: Be the bridge between leadership, customers and frontline teams – listen actively, engage meaningfully, and make people feel heard.

Create People-First Experiences
At the heart of every transformation are people – not systems, not processes. A successful change journey begins with deeply understanding the human element: fears, motivations, resistance, and engagement.

📌 Tip: Design change experiences with empathy. Use storytelling, interactive learning, and tailored communication approaches to bring people on the journey.

Communicate Beyond the Memo
Traditional corporate communication doesn’t cut it anymore. Formal emails and lengthy memos won’t engage teams in today’s environment. Instead, successful change professionals create multi-channel communication strategies.

📌 Tip: Move beyond information-sharing. Focus on conversation and engagement through digital hubs, video updates, interactive sessions, Q&A sessions, and agile showcases.

Be Comfortable with the Uncomfortable
Change is inherently messy. No project follows a straight path, and resistance is inevitable. The best change leaders don’t avoid discomfort – they lean into it, anticipating challenges, pivoting when necessary, and maintaining confidence even when the way forward isn’t clear.
📌 Tip: Stay agile. The best transformations are not rigidly planned but dynamically executed.

Blend Strategy with Execution

A common pitfall in change management is staying too theoretical. While thought leadership is valuable, organisations ultimately seek professionals who can bridge the gap between vision and execution.
📌 Tip: Think beyond frameworks. Demonstrate how change translates into real-world results, measurable metrics, and lasting business impact.

The Rise of Hyper-Personalisation in Change
One-size-fits-all change programs no longer work. With AI and behavioural analytics, organisations can tailor communication, training, and engagement to different employee and customer personas ensuring personalised change journeys.

📌 Tip: Think of change as a customer experience (CX). Develop hyper-personalised transformation journeys that cater to individual needs and preferences.

Human-AI Collaboration
While AI is automating many processes, the human element remains irreplaceable. Change professionals must facilitate the coexistence of AI and human workforces, ensuring that AI adoption is ethical, transparent, and people-centric.

📌 Tip: Prioritise upskilling and reskilling teams to work effectively with AI tools, focusing on collaboration rather than fearing it as a replacement.

Make Change Stick
The true measure of success isn’t a go-live date – it’s sustained adoption. Change that doesn’t last is just temporary disruption. The real test is whether people continue to embrace new systems, services, and ways of working long after the initial transformation.

📌 Tip: Build internal capabilities. Transition from being a “change enforcer” to an “enabler,” empowering teams to sustain transformation independently.

Be the Change, Not Just the Manager
Outstanding change managers don’t just facilitate transformation—they embody it. They inspire confidence, align teams with a shared purpose, and leave a lasting impact on the organisation.

📌 Tip: Lead by example and continuously invest in your personal growth as well as that of your team.

Final Thoughts & Next Steps

At FDG Consulting, our philosophy is built on these principles. We bring expertise, energy, and empathy to every transformation, ensuring that change is not only managed but thrives in the long term. By integrating clear strategies, real-world insights, and a personalised approach, you can make change not just manageable but transformative.

Need change support? Connect via FDG Consulting team to explore how our change management strategies can drive lasting impact in your organisation

Have you ever found yourself caught in the whirlwind of workplace conversations, only to realise that some words seem to lose their meaning along the way? Have you ever stopped to ponder the weight behind terms like “PTSD,” “trauma,” “triggers,” or “toxic people” as they’re casually tossed around in meetings, LinkedIn posts or even frameworks and strategy documents?

Let’s take a moment to reflect on this. How many times have we heard someone refer to a challenging situation as “traumatic” without truly grasping the depth of its impact? Or perhaps you’ve been guilty of labelling a difficult co-worker as “toxic” without considering the complexities of human behaviour?

The Consequences of Linguistic Evolution

As we journey through the intricacies of professional life, it’s easy to get caught up in the buzzwords and jargon that permeate our workplace lexicon. But have we ever stopped to consider the consequences of this linguistic evolution? Research suggests that the overuse and misuse of terms like PTSD and trauma can desensitize us to the real struggles faced by those affected. Have we unwittingly contributed to a culture where mental health concerns are brushed aside or trivialized?

The Buzzword Epidemic

Research consistently highlights the profound impact of language on perceptions and behaviours. When terms like trauma and triggers are casually thrown around in professional settings, they can evoke unnecessary distress or minimise the severity of genuine psychological distress. Trauma, in its true essence, refers to deeply distressing or disturbing experiences that overwhelm an individual’s ability to cope. Triggers are stimuli that evoke emotional or psychological distress related to past traumatic experiences. Using such terms without proper context or understanding perpetuates stigma surrounding mental health, discouraging individuals from seeking help when needed.

Consider the term “PTSD” (Post-Traumatic Stress Disorder), originally coined to describe a severe psychological condition resulting from traumatic experiences. However, its widespread use in the workplace lexicon to describe everyday stressors can underestimate the experiences of those genuinely suffering and contribute to a culture where mental health concerns are inadequately addressed.

Similarly, the term “trauma” has evolved beyond its clinical definition, now often used to describe any distressing event. While it’s essential to acknowledge the impact of adverse experiences, mislabelling everyday challenges as “traumatic” can undermine the experiences of individuals truly affected by trauma.

“Toxic people” has become a catch-all phrase for individuals exhibiting challenging behaviours. While it’s crucial to identify and address challenging dynamics in the workplace, labelling individuals as inherently toxic oversimplifies complex interpersonal dynamics and fails to promote genuine understanding and resolution.

It’s essential to recognise that while language can facilitate understanding and empathy, it can also perpetuate harmful stereotypes and misconceptions. Cultivating a workplace culture that prioritises mindful communication and sensitivity towards mental health is paramount.

Cultivating Accountability and Overcoming Fear

And what about the role of fear in perpetuating the misuse of words? Have we ever used terms like “trauma” or “toxic people” as excuses to avoid accountability or justify underperformance? Addressing this requires nurturing a culture where failure is viewed as an opportunity for growth rather than a reason for punishment. By promoting authentic psychological safety and encouraging open dialogue, organisations can empower employees to take ownership of their actions and contribute to a more positive and productive work environment.

Navigating Leadership Challenges

Also, have we paused to acknowledge the unfair pressure placed on leaders to navigate these delicate conversations? The expectation for leaders to address mental health issues in the workplace can be overwhelming and may contribute to their own stress and burnout. According to a survey by the American Psychological Association, 46% of leaders reported feeling unsupported in addressing mental health issues in their organisations. Have we considered the toll this expectation takes on their well-being and effectiveness as leaders?

Intentional and Authentic Psychological Safety

Reflecting on the nuances of workplace communication, it’s crucial to consider the concept of authentic psychological safety. Authentic psychological safety goes beyond mere lip service or surface-level gestures. It encompasses a culture where individuals feel genuinely supported, respected, and valued for their contributions. It’s about truly creating an environment where team members feel comfortable expressing their thoughts, ideas, and concerns without fear of ridicule or retribution.

Have you ever experienced a work environment where you felt truly safe to speak your mind without fear of judgment or reprisal? Have you witnessed the transformative power of genuine trust and respect among team members?

Authentic psychological safety is the foundation of effective communication and collaboration in any organisation. It lays the base for open dialogue, constructive feedback, and innovation. When individuals feel secure in expressing their thoughts and ideas, they’re more likely to engage fully in team discussions and contribute their unique perspectives to collective problem-solving.

Authentic psychological safety requires intentional effort and commitment from leaders and team members alike, not just lip service.

The Role of Trained Professionals

Navigating discussions around mental health and trauma in the workplace requires nuance and expertise. Well-intentioned colleagues and managers may lack the necessary training to address these matters effectively. This is where experienced therapists, psychologists, and coaches play a crucial role.

By engaging trained professionals, organisations can ensure that conversations around mental health are approached with the sensitivity and expertise they deserve. These professionals can provide insights into the actual meanings of terms like PTSD and trauma, helping to differentiate between clinical conditions and everyday stressors. They can also offer guidance on identifying and addressing toxic dynamics in the workplace, promoting healthier relationships and environments.

Unconscious Behaviours and Self-Awareness

Much of this misuse of language stems from unconscious behaviours and ingrained habits. Often, we adopt certain phrases and terms without fully understanding their implications, simply because they have become part of the common vernacular. This unconscious behaviour can lead to unintentional harm and misunderstandings.

Enhancing self-awareness is crucial in overcoming these unconscious behaviours. By becoming more attuned to our language and its impact, we can start to make more mindful choices in our communication. This involves being radically responsible for the words we use and their potential effects on others.

Collective Growth Through Personal Reflection

As we consider the impact of language on our workplace culture, it’s essential to reflect on our individual contributions to this collective growth. Each of us plays a part in shaping the lexicon and, consequently, the environment we work in.

Have you ever caught yourself using a term like “trauma” or “toxic” without thinking about its true meaning? Reflect on those moments and consider the impact they had and how you can change your language to be more accurate and considerate.

Words hold immense power in shaping workplace culture and individual well-being. By acknowledging the impact of language, engaging trained professionals, and nurturing authentic open dialogue grounded in the actual meanings of psychological terms, we can cultivate workplaces where mental health is prioritised, and genuine understanding prevails. Let’s redefine our workplace lexicon to reflect values of empathy and authenticity.

Remember, it’s not just about what we say, but how we say it, that truly matters. Let’s commit to personal reflection and collective growth to create a more mindful and supportive professional environment.

At FDG Consulting we are specialists in driving personal and business change and transformation. We understand human behaviour and are professional coaches equipped to help navigate these complexities. Contact us to support your journey.