How Successful Business Owners Build Value Not Just Revenue
Every leader knows the frustration: you launch a major change with clarity and conviction, yet the team resists. The project slows, morale dips, and momentum evaporates.
According to global change leader Friska Wirya, who has guided major corporations and public institutions through transformation, the issue is rarely the change itself—it’s the human friction underneath.
This article distils five powerful lessons from her experience, revealing why change fails and how leaders can make it succeed.
1. They Aren’t Resisting the New; They’re Grieving the Old
Change often triggers fear—not of the future, but of loss. Friska identifies six things people fear losing: Power, Position, Pay, Performance, Protection, and Prestige.
Recognising these fears reframes resistance as grief. When leaders listen for what’s being lost, they can respond with empathy instead of frustration.
Before announcing change, ask “What do people believe they’re losing?” and “How can I honour it?”
2. The $60,000 Biscuits That Cost a Fortune in Trust
A CFO once removed biscuits from the staff kitchen to save $60 000 a year. Productivity and morale collapsed. This now-famous anecdote illustrates a deeper truth: logical changes can fail when they ignore emotional impact. Even good news stories need early communication. I can’t stress that enough—early, early, early.
Tip for leaders: Consult early, explain the ‘why’, and let people help shape the ‘how’.
3. A Resilient Culture Is Built on Rituals of Failure, Not Routines of Success
Success stories build pride—but only failure stories build wisdom. Friska shares the example of “F-Up Fridays”, where a CEO opens each week by sharing a mistake. It transforms fear into learning. The key is intentionality: it’s a ritual (with meaning), not a routine (a task).
Try this:
Hold a monthly “What We Learned” session
Celebrate insights, not outcomes
Start with leadership vulnerability
4. Beyond IQ and EQ: The Real Influencer Is Relational Intelligence (RQ)
Beyond smarts and empathy lies Relational Intelligence (RQ)—the ability to read the room, adapt communication, and build trust in real time.
Wirya developed RQ intentionally, studying how great influencers connect authentically. Her lesson for leaders: relational skills are trainable.
Mini exercise: Identify three key stakeholders. Note how they prefer to connect—and adapt your approach this week.
5. Change Leadership Isn’t an Announcement—It’s a Commitment
True change leadership doesn’t end after the announcement—it begins there. Leaders must stay visible and engaged.
““You don’t just announce it at a town hall and go back to your corner office. You roll up your sleeves and live it.””
Shift the Question
Change management is human management. Instead of asking “How do we push this through?”, ask “What are my people afraid of losing, and how can I help them through it?”
When leaders make that shift, resistance fades—and genuine transformation begins.
Explore More from Friska Wirya
To learn more about leading change with confidence and humanity, visit Friska Wirya’s website and check out Future Talk, her interactive card game designed to spark bold conversations about leadership and the future of work.