Reflect on your own personal experiences with change. What parts of the change appealed to your head, and what parts of the change appealed to your heart? In all honestly, I embrace change. It is exciting, it means we are innovating, we are hopefully improving and we are learning. In both the work and life front, I find change adventurous and I am comfortable in the gray areas as we learn and pivot from what we know. In my career, much of the change I have witnessed and been a part of has not been greatly successful as many parts of the change process is skipped. In my experiences, we often skip the Desire phase of the ADKAR Model – rarely talking with people about the change and reinforcing the why to the change. And often we skip the Reinforcement phase – ensuring that employees have adjusted and are feeling supported. For me, I try to ensure that any change leadership I lead is all about the What, the Why and the How – so often a team is in catch up mode and the change made already be underway. If I can nail those three themese, I tend to see more success and employees feel connected to the change. They realize the change is happening for them, not against them. That is a win for me and makes me happy and satisfied. 
Describe one organizational change and how you reacted to it. How did you treat other people in that process? It is quite common in my field that technology platforms change occasionally. I remember early in my career, when I was client facing, our main account platform was being replaced with a completely new one. We were informed to the change, brought into a training to see the new system and practice with it and then once it was rolled out, we had the chance to use both the old and the new system for a period of time, however, there were some accounts that were immediately upgraded so you may get the new platform more frequently. I, like many, was very comfortable with the old platform and every time that new platform popped up on our screen, a slight anxiety would fester in our belly. I challenged myself to always take the option for the new platform, sometimes even pretending I could not use the old one, to force myself to practice and get more comfortable. I shared this practice with others and before you knew it, I was asked to visit teams and share my experience – I became a Positive Change Agent and slowly became a SME on the platform too. For me, Change Agents are key – they are a must in every change I lead.