Friska Wirya

Future Fit with Friska

The podcast for people who aren't just interested in the future. They're actively shaping it. For the better.

Bringing you unconventional people, thinking and perspectives to push you into your growth zone - fast.

Listen on Spotify https://open.spotify.com/show/6hkANXvWLoha5TCFelvVVe
Watch on YouTube https://www.youtube.com/watch?v=gWEY51eQVFg&list=PLSp3ApP5o6CWuwyX__TWaMD9ky_RSj5Pi

Podcast Host

Future Fit Ventures

🌀 Change management advisory
🌀 Bespoke online/offline training
🌀 Keynote speaking and workshops
🌀 Communications coaching
🌀 Personal brand development
🌀 Styling and presence
 
Change management ensures the smooth transition to a new way of behaving.

Why must we behave differently? Significant changes in the workplace come in the form of organisational initiatives or projects with the aim of driving cost, safety, or productivity outcomes.

These projects often require changes: to processes, policies, job roles, structures and tools. Changes like these are not simple to bed down. And even harder to sustain.

Ask yourself - what percentage of your project benefits hinge on people doing things differently? 

Doesn’t it make sense to protect your investment by ensuring people are aware of, want to, know how and are capable, of changing?

Imagine the lost hours and dollars due to disengaged stakeholders, covert resistance, miscommunication and lack of buy-in.

There is a better way - let me solve your adoption dilemmas and together, we will turn resistance into resilience.

Director | Fractional Change Leader

Future Fit Group

Komisaris

Newcrest Mining

Change management prowess led to several industry awards, recognition in mining publications and sharing thought leadership on industry panels at Future of Mining and Minerals Week.

I aimed to co-create, strengthen and evolve the organisational culture to unify sites and locations. This involved baselining the current state through collating and analysing  data, engaging the workforce to more vividly paint the desired future state (along with the associated traits and behaviours that exemplify it), maximising leader impact through leadership support materials, role modelling and case studies, "activating" the desired culture into BAU, and determining a set of measures (and thus surveying mechanisms) to enable identification and closing of cultural gaps. 

Levelled up change capability by developing a toolkit of materials such as introductory workshops, reference guides, assessment templates and customised worksheets to enable scoping, diagnosis, planning and management of change.

Head of Change

Managed change for the digital transformation at one of the most innovative and technologically progressive mining companies.

My role satisfied my thirst for transformation, renewal and growth. I sat at the axis of technology implementations and people impacts. I unleashed my inner geek and played with toys on the bleeding edge of tech. 

Machine learning, artificial intelligence, virtual reality, augmented reality, bots, drones, crowd sourcing, data and advanced analytics are just some ways we drove value - safely, effectively and efficiently.

I made digital real through execution of my sustainable change framework: building top-down support, uplifting digital capability, integrating digital into organisational and site processes, and developing a systematic approach to bringing external learnings back into the business to increase performance. 

Together, this created a strong foundation to drive adoption of digital tools and cultivated an innovative culture.

Change Lead

Worley

I was the GPMO change and communications lead for multi-million dollar projects spanning technology, structure, process and people, impacting +23,000 employees across the seven continents.  This necessitates highly developed interpersonal skills, analytical ability and a flair for effective communication which transcends culture, ethnicity and geography.

The projects I managed respond to the challenge of working smarter by reducing cost,  increasing productivity or compressing schedules. I increased technology adoption and nurture innovation-focused mindsets.

The end goal is to deliver quality outcomes - faster and better - by leveraging economies of scale, emerging technologies and our global footprint.

Fujitsu

Recognised by an independent panel as being "best in class" for its change management at a national level. 

I led change and implementation of a high-profile $42m mission-critical system at the world's single largest policing jurisdiction. This involved project planning and providing direction on the design, development and implementation of change activities such as stakeholder engagement, communication, sponsorship, coaching and training.

My role focused on three key streams of work: Change leadership, transition planning and capability building.

Transformation & Change, Digital Consulting

Most change initiatives fail. Mine don't. 

I'm a thinker, speaker, writer and advisor on all things organisational change and I love it.

I’ve led change efforts for the digital transformation of a large ASX-listed miner, spearheaded changes impacting 23,000 stakeholders and a $42m tech implementation for the world’s largest policing jurisdiction.

This led to me being featured in Sydney Morning Herald, SmartCompany, Vogue, Harper's Bazaar, GRAZIA, AICD, Australian Financial Review, Women's Agenda, CEO Magazine, UN Women, Women in Construction & Engineering, Women in Mining & Energy Indonesia, ASEAN Marketing Summit, La French Tech Indonesia and more.

Or you may have seen my best-selling books floating around Kinokuniya, Periplus, Amazon and Harvard University.

Leaders seek me out when they:

🌀 Can’t afford to have yet another change initiative relegated to the “corporate graveyard”

🌀 Have tried to DIY change to save money, only to result in conflict, confusion and tension

I understand how frustrating lack of adoption, buy-in and engagement is - and how to turn it around.


Partnering with me looks like:

✅  A trusted sounding board to stress test your change strategy

✅  A timeboxed engagement to create, story-tell and embed your vision 

✅  A flexible consultancy to get your organisation transforming and innovating

✅  Collaborating on high impact thought leadership to build deep desire for change

✅  Making your next experience unforgettable through a bespoke offsite, workshop or program

Together, we can turn change into your competitive advantage.


👇 ASK THE RIGHT QUESTIONS TO INSPIRE CHANGE:

Future Talk, making change happen through conversation within teams https://www.freshbyfriska.com/learning/p/future-talk-a-conversation-card-game-for-teams

👇 SHIFT RESISTANCE INTO RESILIENCE MINI-MASTER COURSE:

Level up for free https://freshbyfriska.ck.page/7973f52bc4


My passion for change has seen me achieve:

2025 Top 10 Women Change Makers Indonesia
2024 Australia's #1 Creator - Program Management 
2024, 2023 Top 50 APAC Consultants You Should Know
2024, 2023, 2022 Australian Small Business Finalist
2023 Women Changing the World
2023 Stevie Asia Pacific Most Innovative Start Up
2023 Stevie Asia Pacific Excellence in Innovation (Service)
2022 Stevie International Business Awards Business Influencer of the Year.

𝗛𝗶𝘁 𝘁𝗵𝗲 [🔔] to be notified of new content

All Things Change

2022 Australian Small Business Champion Finalist, 2022 Stevie International Business Awards Business Influencer of the Year, Top 50 Global Change Management Thought Leader, Top 50 APAC Consultants you should do business with in 2023.

🌀 Change Management Consulting 
🌀 Virtual & F2F Training 
🌀 Keynote speaking and facilitation
🌀 Communications coaching
🌀 Personal branding
🌀 Styling and presence
 
Change management ensures the smooth transition to a new way of behaving.

Why must we behave differently? Significant changes in the workplace come in the form of organisational initiatives or projects with the aim of driving cost, safety, or productivity outcomes.

These projects often require changes: to processes, policies, job roles, structures and tools. Changes like these are not simple to bed down. And even harder to sustain.

Ask yourself - what percentage of your project benefits hinge on people doing things differently? 

Doesn’t it make sense to protect your investment by ensuring people are aware of, want to, know how and are capable, of changing?

Imagine the lost hours and dollars due to disengaged stakeholders, covert resistance, miscommunication and lack of buy-in.

There is a better way - let me solve your adoption dilemmas and together, we will turn resistance into resilience.

I've been delighted to serve: Microsoft, Salesforce, Cox Automotive, Culture Amp, KBR, Melbourne Water, University of Melbourne, CX Professionals Association Singapore, SMEC, General Assembly, Bendigo Council, Women Leaders Summit, Women in Construction & Engineering, Women in Mining & Energy.

Most retreats - and many consulting engagements - are dismissed as ‘team-building fluff’ and 'polished presos sans impact'… but this one actually redefines what makes you ‘you', what the essence of your organization is.

At STABLE by Elevation Barn, we tailor experiences for a wide array of leaders —C-suite, Family Offices, multigenerational businesses. This isn’t a just a leadership getaway. It’s a lab for your legacy.

Here’s why this hits different:

Individual: Leaders confront blind spots they didn’t know existed.
Team: Honest, sometimes brutal conversations rebuild trust and unlock performance.
Organizational: Individual breakthroughs map directly to upticks in business metrics.
Environment: Locations and exercises that disrupt routine thinking and provoke new perspectives.
Sustainability: Reflection prompts and accountability frameworks ensure insights turn into actions, not just fleeting inspo.

Not for photos. 
Not for applause. 
For leaders willing to evolve. 
Comfort ends here. 

When will you finally unpack the authentic leader inside? We'd love to chat.

Will Travis #elevationbarn

In Japan, I filled out paper forms stamped in red ink…
…and moments later, watched robots glide through hotel lobbies.

A country where fax machines and facial recognition coexist.
Where centuries-old rituals meet some of the world’s fastest internet speeds.

It made me pause.
Because maybe progress isn’t always what we think it is.

We rush to digitize.
To automate.
To optimize.

But how often do we stop to ask — is new actually better?

Japan reminded me: innovation isn’t about replacing the old.
It’s about learning what’s worth keeping.

Sometimes, tradition holds the wisdom technology hasn’t caught up to yet.

What’s one “old-school” thing you still believe deserves a place in the future?

#DigitalTransformation
#CultureAndTechnology
#Japan
#TraditionMeetsInnovation
#Automation

Most teams don’t lack skill —
they lack space to speak.

And the funny thing is… it’s rarely intentional.
Silence creeps in slowly.

People start editing their ideas.
Meetings get tighter, faster, heavy.

 The loudest voices take the mic.
And everyone else quietly learns:
 “Maybe it's safer if I don't say anything.”

But here’s the real cost: When people stop speaking, everyone loses.

Innovation slows.
Tension builds.

And leaders make decisions with only a fraction of the real picture.

Last week, I ran a leadership workshop for a 20+ year Indonesian household brand trusted by tens of millions across the archipelago.

A company with that kind of legacy doesn’t grow by accident.
It grows because people care enough to confront what’s not working.

And like many fast-moving organizations, what they needed wasn’t more skill…

but more space.

Space to question.
Space to challenge with respect.
Space to admit uncertainty.
Space to finally say what’s been held in for months (or years).

By the end, they didn’t just talk —

We co-created house rules, clarified decision rights, and made 30-day commitments to reduce bottlenecks and rebuild accountability.

The shift was unmistakable:
lighter faces, clearer minds, and a shared understanding of “how we work from today, together.”

PLUS... it was FUN! A lot of laughs were had. 

I had them literally 'doodle' how they experienced decision making and make crystal ball predictions of what this organization would look like in 30 days.

It reinforced something I see again and again: “Team performance issues” are almost always conversation issues in disguise.

And the ROI?

Research shows an estimated US$7,500 per employee is lost per year due to unclear decisions, rework, and communication breakdowns.

The right conversations aren’t “nice to have” — they can be weaponized as a cost saving strategy.

If your team is growing fast, stuck in escalation cycles, or carrying unspoken tension…

it might be time to create that space.

DM to explore what this kind of experience could unlock for your business.

#futurefitleaders #facilitation #crossculturalcommunication

Exhaustion isn’t a leadership strategy.

Too many leaders wear tiredness like a badge of honour.
They push harder.
They "perform".
But inspiration? It quietly disappears.

Real influence doesn’t come from force.
It comes from freshness.

From the ability to pause.
To challenge your own thinking.
To invite outside views that make you uncomfortable — but sharper.

The most effective leaders I know don’t double down on exhaustion.
They double down on perspective.

Because what if the next breakthrough in your leadership…
isn’t found in another 12-hour day —
but in the intentional moments you take to listen to "different".

These external expert viewpoints is what made an impact for the likes of GoTo Group FIFA and BlackRock.

When was the last time you created space for someone who sees the world differently to challenge yours?

#Leadership #Performance #ChangeManagement STABLE by Elevation Barn

I opened the "F People" trunk show last week — an Indonesian-born media company for those who live, think and operate in 'First Class', representing brands like Vogue, Robb Report, Rolling Stone and Nylon.

I wore bespoke Komang Tri jewellery.
There was cameras. Spotlights. Lots of eyeballs.
And yes — a runway.

Walking a runway? Easy peasy.
Esp compared to walking (cajoling?) an organization and its people through change.

One is glamour. The other is grit.

Yet both require the same fundamentals:
 ✨ Presence
 ✨ Precision
 ✨ The courage to go first
 ✨ The ability to keep moving, even when everyone is watching

That’s what I teach leaders.

Not just to “look” future-fit…  but to walk it.

Tell me — what does “First Class energy” mean to you?

#futurefitbutmakeitfashun #walkthetalk

Most leaders don’t have a change problem.

 They have a clarity problem.

That’s why I built something I’ve been asked for hundreds of times — but never offered… until now.

It's your confidential change sparring partner -💡Ask Friska AI.

Think of it as having me on speed dial — minus the calendar clashes, consulting fees, or fear of saying the “wrong thing.”

It’s for the ones who:
 ⚡️ Have to drive transformation but don’t know where to start
 ⚡️ Need guidance, not jargon
 ⚡️ Want honest, unfiltered feedback (without the politics)
 ⚡️ Lead people through chaos and still need to look calm doing it

You can ask anything:
 “How do I get my execs on board?”
 “What metrics actually show impact?”
 “How do I rebuild trust after failed change?”

It’s private. Practical. Brutally honest.

 And for a limited time — it’s free.

Because managing change shouldn’t feel like guesswork.

👉 Try Ask Friska AI now before it goes paid.

Don't stay awake at 3am any longer, insights are a tap of the keyboard away.

DM for the link.

#futurefitleaders

I’ve seen brilliant people underpaid for one reason:
no one knows who the heck they are.

They do incredible work.
Deliver results that move the needle.
But when the next opportunity appears — someone more visible, not smarter, gets the spotlight.

Because in today’s world, visibility is currency.

The truth? It doesn’t matter how good you are if no one can find you, trust you, or remember you.

That’s why I built Booked. Trusted. Remembered.

It’s the exact system I used to go from invisible intrapreneur → booked speaker → trusted thought leader → best-selling author → ecosystem developer.
It builds the the kind of authority that gets clients coming to you — not the other way around.

It’s $99 this week → jumps up the next.

Because staying invisible is the most expensive decision you can make.

What’s one thing you’re doing this month to make your expertise impossible to ignore?

#BookedTrustedRemembered #Personalbranding #Visibility

In change work, I learned this the hard way:
People form an opinion about you long before they hear your ideas.

Your appearance becomes the first data point —
the one they’ll use to decide if they’ll trust you, follow you, or resist you.

It’s not about labels.
It’s about intention.

Every outfit communicates.

The question is: what story are you telling before you even speak?

Dress for the influence you’re about to ask for.

#Leadership
#ExecutivePresence
#ChangeManagement
#Influence
#PersonalBrand

Your next breakthrough probably starts as discomfort.

Growth rarely arrives with a welcome mat.
It shows up as unease.
As the meeting that challenges you.
The feedback that stings.
The project that forces you to stretch.

Discomfort isn’t the enemy — it’s data.
It tells you where the next version of you is waiting.

Every time I’ve levelled up, it started with a knot in my stomach:

Leaving corporate.
Speaking on a global stage.
Launching my own product line.
Writing my 1st book, then a 2nd!
Facilitating in a foreign language.
And most recently — stepping into family offices and multigenerational businesses, where we deliberately sit inside big, messy, uncomfortable problems so leaders can move through them with clarity.

Because transformation doesn’t happen in the comfort zone.

It happens in the stretch zone — the place where your instinct says “slow down,” but your potential says “lean in.”

Every time I’ve chosen to lean in, the fear eventually turned into fuel.

So if it feels uncomfortable right now… good.

You’re exactly where transformation begins.

What kind of discomfort are you learning from lately?

#growth #transformation #leadership #changemanagement

Things I Wish I Knew at 25 (Leadership Edition)

At 25, I thought leadership was about titles. The corner office. Big numbers.
Now I know — it’s about relational intelligence.

Three lessons I wish I’d learned sooner:

1️⃣ The lesson repeats until it’s learned.
If your team keeps facing the same challenges, it’s not bad luck — it’s feedback.
Patterns repeat in organisations just like they do in life.
Until we address the root behaviour, the same issues will keep wearing different masks.

2️⃣ Anyone who triggers you is your mirror.
That colleague who frustrates you?
They’re showing you the part of yourself you’ve yet to master — patience, communication, boundaries.
Self-awareness isn’t just a leadership skill. It’s a superpower for navigating change.

3️⃣ The nastiest people are often the saddest.
Resistance, cynicism, even aggression at work often come from fear.
Fear of being left behind. Fear of not being enough.
When you lead change, meet resistance with curiosity before defaulting to contempt.

What #leadership lessons do you wish you knew at 25? 

#ChangeManagement #EmotionalIntelligence #FutureOfWork #SelfLeadership

Performance will open doors — but visibility keeps them open.

I used to think results spoke for themselves.

Hit every target. 
Go the extra mile. 
Keep my head down.

But silence doesn’t get you the thing — the promotion, the deal, the raise.   visibility does.

You can grind all you want, but if no one sees the impact… you stay invisible.

It took me years (and a few missed opportunities) to learn this:
➡️ Doing great work is step one.
➡️ Making sure it’s seen is step two.

Advocating for yourself isn’t arrogance — it’s career strategy.
Because your growth depends not just on what you deliver,
but on who knows you delivered it.

What did corporate life teach you the hard way? I'd love to know.

#CareerLessons #Leadership #VisibilityOverGrinding #HumanEdge

Every week you wait to build authority, someone else becomes the go-to voice.

And when they do — they get the clients, the keynotes, the brand deals, the trust.

I’ve seen it happen over and over:
brilliant people hesitating, overthinking, waiting for “perfect.”

Meanwhile, someone with half the experience shows up consistently and gets chosen first.

Authority isn’t about seniority.
It’s about visibility, repetition, and credibility.

So I built Booked. Trusted. Remembered. — a framework to help you do in months what used to take years of brand-building.

Curious?

Send me a quick DM — I’ll share how you can get in before the price goes up.

Because the cost of inaction compounds faster than inflation.

Don’t let hesitation build someone else’s reputation.

What’s one step you’ll take this week to start being the go-to voice in your field?

#personalbranding #authoritybuilding #thoughtleadership #brandingstrategy #visibility #LinkedInGrowth

Data doesn’t win decisions.
Trust does.

I’ve seen brilliant teams walk into the room with charts, logic, and airtight arguments —
and still walk out unheard.

Why?
Because facts convince minds.
But trust moves hearts.

Across global teams, I’ve learned this the hard way:
You can’t logic your way into someone’s confidence.

The best communicators don’t just present.
They connect.

They slow down to listen.
They earn belief before they ask for buy-in.

So next time you prepare your pitch deck —
spend as much time building trust as you do building slides.

Because the “best idea” doesn’t always win.
The trusted one does.

When have you seen trust win over data in your career?
Share your example below — I’d love to hear it.

#Trust
#DecisionMaking
#Influence
#BusinessPsychology
#TeamDynamics

Standing under a waterfall teaches you fast:

You can’t outmuscle the force.
You have to work with it.

Change works the same way.

Most leaders stand in the torrent trying to push back —
 ✨ resisting the pressure
 ✨ overwhelmed by the noise
 ✨ drowning in decisions, politics, and expectations

But the leaders who thrive?

They don’t fight the waterfall.
They learn to flow with it.

That’s exactly why I built Ask Friska AI —
for every leader who’s meant to drive change, but doesn’t have a safe place to ask:

 “Am I doing this right?”
 “What am I missing?”
 “What should I say next?”
 “I feel like I'm backed into a corner - what are my options?”

It’s your confidential sparring partner —
powered not only by my playbooks, but fed by the scars (and wisdom) from getting change right and getting it really wrong too. 

This isn't generic AI.
It's like having a Chief Change Officer that never sleeps… in your pocket.

If you lead change — or change is about to land on your desk — this is for you.

👉 DM to access Ask Friska AI and level up how you lead transformation.

 Your future self will thank you.

#futurefitleaders #aitwin

You can’t fix resistance with strategy.
Only with dialogue.

I’ve seen well-meaning leaders throw frameworks, timelines and tools at change — and still wonder why their teams push back.

Because resistance isn’t a process problem.
It’s a people problem.

Until people feel heard, they won’t buy in.
Until they buy in, nothing changes.

That’s why I created FUTURE TALK — 86 curated questions designed to surface what’s unsaid, before it becomes resistance.

These aren’t ice-breakers.
They’re truth-breakers.

Because no amount of strategy can compete with silence.
But one honest conversation can unlock trust, alignment, and action.

Ready to start the conversation that drives real change?

DM me if you're interested in a bulk order for your organization.

If your team could tell you ONE hard truth without consequence — what do you think they’d say?

#FutureTalk #ChangeManagement #Truthbreakers

The difference between overlooked and overbooked?
A system.

Most experts think more effort equals more opportunity.
It doesn’t.

I know because I used to work harder than everyone else — longer hours, more deliverables, endless “networking.”

But my results?
Crickets.

Then I stopped winging it and started engineering my visibility.

I built a system — the same one that took me from:
🔹 Leaving corporate with no plan
🔹 To landing Tier 1 clients through LinkedIn
🔹 To giving a TEDx Talk that made it to TED.com
🔹 To publishing two #1 books globally
🔹 To headlining conferences across five continents

That blueprint became Booked. Trusted. Remembered.

It’s how I turned expertise into inbound leads, content into credibility, and trust into transformation.

The difference between “who are you?” and “we’ve been waiting for you”?

A system that does the heavy lifting while you focus on impact.

Because the longer you wait to build your system, the longer you stay overlooked.

#BookedTrustedRemembered #Personalbrand #Authoritybuilding

Looking fwd to meeting more of my UK audience!

Ill be back in London in the flesh soon.

View company: The Corporate Governance Institute

⏳ Last chance to register for today’s live podcast ‘Secrets of Future-Fit Organisations: 3 Steps to Get Your Organisation Ready’ at 13:00 (GMT) ⏳

Hosted by The Corporate Governance Institute's Dan Byrne, this free, live session features globally recognised change leadership expert Friska Wirya as she reveals how to build change capability and prepare your organisation to face the future with confidence.

As 2026 approaches, the pressure is on for boards and senior leaders to adapt quickly. Join this essential conversation to:
– Understand the unpredictable landscape governance professionals face
– Learn why change capability is a critical board-level concern
– Discover 3 strategic steps to future-fit your organisation
– Take away a practical roadmap to drive real behaviour, process and mindset change
– Gain experience-led insights into how successful change takes shape at decision-making level

📣 Live Podcast
🗣️ Friska Wirya – Change Advisor | Author | TEDx Speaker | Founder of FUTURE TALK
🗓️ Today
🕐 13:00 – 14:00 (GMT)
🎟️ Join hundreds of global professionals by registering here: https://bit.ly/47v1ATI

#CorporateGovernance #OrganisationalChange #LivePodcast

Alignment isn’t built in meetings.
It’s built in moments of truth.

You know the ones:
When someone dares to say, “This isn’t working.”
When a team member challenges the comfortable path.
When a leader chooses transparency over control.

Those moments define whether a team trusts each other or just tolerates each other.

Most meetings create updates.
Rarely alignment.

That’s why I created Future Talk — a deck of 86 questions that help teams have the real conversations behind the results.

Because alignment isn’t a slide deck metric.
It’s the by-product of honest dialogue.

Every breakthrough I’ve seen in organizations trying to change started with one moment of truth.

Maybe this is yours.

Future Talk ships worldwide.
Message me if you’d like one for your team or next offsite.

What’s one “moment of truth” that changed how your team works together?

#FutureTalk #ChangeManagement #MomentOfTruth

Awesome feedback on the live podcast I did with The Corporate Governance Institute.

Relating to my work with boards, I was asked "should board directors take a more active role in leading change?"

Not necessarily. 

But they should be educating themselves on what change is/isnt, what's a realistic outcome and the amount of effort that's needed to make change stick.

Too often I've seen burning projects diguised as minted greenbacks. 

All because the board didn't ask the right questions, or know when the wool was being pulled over their eyes.

DM to chat about how to ensure that's not you.

#futurefitleaders #boardgovernance

Empowering individuals, teams, and organisations to achieve operational excellence, maximise value and thrive sustainably.

We make decisions based on emotions and rationalise them with logic afterwards.


This was one of my takeaways from Friska Wirya on yesterday’s The Corporate Governance Institute on change leadership.

It's a brilliant reminder of why 'command-and-control' management tactics simply don't work. You can't just create a strategic plan and push it through, ignoring the human element.

Friska's session was a masterclass in why real leadership requires empathy. A few key points that resonated:

 - Leaders must "know the emotional temperature" and actively "normalise the dialogue about fears."

 - Real, sustainable change is "managed with empathy as well as strategy."

 - The leader's true role is to be a "coach" and "advocate for change" at an individual, management, and systems level.

 - The ability to handle change must be embedded at the systems level. If it is, it becomes the immune system of the organisation/team.

Ironic that this topic arises just days after my post calling out the old school advice to "control" emotional team members or "force" dissent.

If we recognise people are wired to feel first, then leadership isn't about ignoring those feelings, it's about having the authenticity and empathy to build an environment where those feelings can be safely surfaced and channelled.

That's how you build real change capacity. That's true leadership.

A huge thank you to Friska Wirya for such a clear, powerful session.

I could give you plenty of examples where I’ve seen the opposite approach taken, unfortunately less where the more effective empathetic approach was taken for change management.

Does anybody want to share their examples of well or badly handled change - and how it was fixed?

#Leadership #ChangeManagement #ChangeLeadership #PsychologicalSafety #Empathy #LeadershipEthos

+++

I’m Damien Mulligan and I share my thoughts about:

- developing standout leaders - Follow Leadership Ethos

- building thriving companies - Follow Enable Thriving Business ✅

- ensuring we meet the needs of the present without compromising future generations from meeting theirs – Follow OSO.earth♻

Guiding Leaders & Families from Success to Significance | Transformational Retreats | Brand & Impact Incubator | CGO @ Elevation Barn

A Gift From One Leader to Another
Sometimes life throws us curveballs. One of our retreat attendees fell ill and can’t make it to Bali this weekend—but instead of asking for a refund, she chose to gift her paid deposit forward.
Her words: “I want someone else to have this transformation.”
So here we are with 1 spot available for RETREAT TO ADVANCE at half price.
29 November - 2 December | Jungle House Estate, Bali
Many of you have come back to The Barn for a rEBoot—and you know what happens. The second time goes even deeper. You’re no longer learning the process; you’re living it. The shifts are more profound. The clarity sharper.
4 days. 8 peers. 1 intimate space to design your 2026 chapter.
You’ll define your North Star Focus, clarify your Superpower Impact, and crystallise your Legacy Dreams and Ambitions.
If you’ve been feeling the pull to reset, to go deeper, to architect the year ahead with intention—this is your moment.
This is the last spot. And it starts Saturday.
DM me if you’re ready 💫💜
Elevation Barn Will Travis Siân Travis-Jones Anjas Yunandar Friska Wirya Roland Ong

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Friska Wirya's LinkedIn Performance

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Friska Wirya's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

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Performance ScoreFriska Wirya's LinkedIn Performance

Friska Wirya's Best Posts (last 30 days)