When "Change Management" Becomes Personal: Lessons from My Transition
My hands shook as I clicked 'send' on the email to Christy Wyatt, my CEO. Subject line: 'Important Conversation Request.' For months, the words 'I'm transgender' had been a silent weight in my chest. Fear gnawed at me: fear of rejection, fear my career would screech to a halt. But that day, the need to be my authentic self outweighed everything else.
What followed was nothing short of a transformation – not just for me, but for my entire workplace. Good Technology, under Christy's visionary leadership, became a place where I didn't just survive my transition, I flourished.
Before, I'd lived behind a mask. The energy it took to hide who I was seeped into my work, making genuine connection impossible. I was a competent employee, but held back, always on guard. Transitioning felt like leaping off a cliff.
The surprise? Good Technology built a safety net. They invested in company-wide diversity training, creating space for open dialogue. Christy went further – meeting with me before, during, and after my transition to ensure I felt supported. She made sure my management team was fully briefed, dissolving any uncertainty I had about their acceptance. It was a powerful signal – I wasn't just tolerated, but genuinely valued.
Little moments made a world of difference too. Like Nancy, a manager I barely knew, commenting on my "glow up" before my announcement. It clicked – she saw me, understood. These acts of quiet solidarity assured me I wasn't alone.
The result? My anxieties melted away. A sense of belonging took root, fostering a new confidence that rippled into my work. But here's the thing: it wasn't just good for me. That wave of inclusivity created a workplace where everyone felt safer taking risks and bringing their whole selves. Imagine the boost to innovation when people aren't expending energy trying to simply fit in!
Christy Wyatt's leadership is a model for anyone navigating change. It's a reminder that ticking training boxes is just the start. Proactive support, honest communication, and leading by example creates genuine belonging.
My story at Good Technology isn't only about trans rights. It's proof positive that change management done right is about people, not processes. Too often, change feels cold and impersonal. But by addressing anxieties, celebrating differences, and investing in employees' growth, Good Technology showed that smoother transitions and a more resilient workforce are the rewards.
It boils down to this:
People first, always: Change won't stick if fears aren't acknowledged.
Open communication is key: Honest dialogue builds trust and buy-in.
Invest in growth: Training and support aren't 'nice to have,' they're essential.
Empathy fuels impact: Put yourself in the shoes of employees facing the unknown.
If you're a leader, don't wait for a grand overhaul. Start small, but start now. Here are some actionable steps:
Open a Dialogue: Host a safe space for open conversations about diversity and inclusion.
Become an Ally: Actively seek out and support employees who might feel marginalized.
Champion Inclusivity: Advocate for training programs and initiatives that foster a welcoming environment.
Remember, a truly inclusive workplace isn't just about political correctness – it's about unlocking the full potential of your greatest asset: your people.
