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If today were your last day at work—what would people say about you?

This question really hits home. It brings us back to what truly matters: impact, meaning, and connection.

At the end of a career, people don’t care about the last EBIT they delivered—they care about the feeling they created in the people they worked with.

Most people realize far too late that it’s not numbers, data, or facts that make the difference—but people and their emotions. Those who understand this will, almost as a byproduct, deliver strong EBIT results and successfully lead change.

And that is exactly why most transformations fail. Almost every organization I’ve encountered recently is currently in the middle of a transformation.

New strategies, new structures, new technologies, new ways of working. Change is everywhere—and yet: seven out of ten change projects fail to achieve their goals (McKinsey & Company). That’s not just inefficient—it’s frustrating. For employees. For leaders. For all of us.

But why is that?

Not because the strategies are wrong. Not because there are no clear roadmaps, plans, or structures. But because we overlook the most important dimension:

People don’t follow data—they follow people. And their emotions.

Change does not happen through an Excel sheet. We, as humans, change because of emotions. It is always a tension between uncertainty and confidence—between loss and new beginnings.

Only if we manage to activate positive emotions will people find the courage to step into the unknown.

In this tension, what’s needed is less about plans and processes—and more about people-centered leadership and connection.

What we need is a new approach—one that puts people at the center. One that sees heart, empathy, and resonance as strategic success factors. Not esoteric fluff, but genuine understanding and a change architecture designed around emotions rather than pure rationality.

Those who adopt “See. Feel. Change.” instead of “Analyze. Plan. Change.” as the dominant logic in transformation will ultimately succeed. Promise.

This post was published by Wolfgang Jenewein on LinkedIn on June 9, 2025. Zum Original-Beitrag