Episode 187: Navigating Organizational Change Management

In this episode…

When an organization undergoes a major transition, change management is crucial for sustaining employee engagement. How can you maintain organizational values and culture during key transition periods?

Seasoned HR executive Katie Spahnie spearheaded a people strategy during her bank’s separation from an insurance company by deploying a change management network. This diverse leadership group kept the organization’s core values and beliefs intact while communicating each stage of the process to other team members. Katie affirms that transparent communication reduces resistance to change and encourages feedback and adherence to organizational culture.

In the latest episode of The People Strategy Podcast, Traci Austin talks with Katie Spahnie, the VP of HR Operations at Westfield Bank, about her organization’s change management process. Katie shares her commitment to culture and teamwork, the value of partnerships in change management, and what she learned from the process.

Resources Mentioned in this episode:

Here’s a glimpse of what you’ll learn:

[3:43] Katie Spahnie shares how she helped Westfield Bank navigate an organizational transition

[6:53] The core components of organizational culture

[9:40] How to incorporate communication in organizational transitions

[14:11] Katie’s memorable lessons from fostering change management

[16:38] What is the role of partnerships in change management?

[19:39] Attracting and retaining top talent during organizational shifts

[24:38] Key people strategy takeaways

Quotable Moments:

“Lean on your people’s strength, lean into your own strength, and work together. That’s where the magic is.”
“Change is inevitable, and resistance to change is where the pain comes in.”
“Clear communication and an open door policy are very essential to our culture.”
“You don’t have to have a title to be a leader. One of us is a leader.”
“Culture is in everyday life. It’s not something just written; it’s how we demonstrate our values.”

Change is inevitable, and resistance to change is where the pain comes in. Share on X

Action Steps:

Develop a change champion network in your organization to facilitate and advocate for change effectively: This leverages diverse perspectives and fosters employee engagement and ownership of change.
Reinforce organizational values daily to maintain culture during transitions: This practice ensures continuity and strengthens the corporate identity in the face of change.
Engage in open and timely communication regarding changes within the company to prevent uncertainty and rumors among employees: Transparency builds trust and eases the adaptation process.
Encourage and recognize leadership at all levels, regardless of official titles: This empowers individuals and promotes a culture of leadership throughout the organization.
Prioritize employee feedback and recognition programs that reinforce positive aspects of workplace culture: These initiatives validate the efforts and foster a sense of pride and belonging among staff.

Katie Spahnie is the VP of HR Operations at Westfield Bank, where she focuses on employee engagement programs, total reward strategies, risk management, and HR technology. As an executive-level HR professional, she has developed and executed organizational strategies for human resources services, including recruitment and retention, culture and engagement, compensation and benefits, and performance management. Katie is a graduate of PRADCO’s Women In Leadership Program.

Sponsor for this episode…

This episode is brought to you by Elevated Talent Consulting, a leading provider of comprehensive talent management solutions.

Whether you’re looking to optimize your recruitment process, enhance employee engagement, or develop effective leadership strategies, Elevated Talent Consulting has the expertise to level up your team.

Discover how they can transform your workforce at elevatedtalentconsulting.com.