In an era of constant disruption, leaders are under pressure to navigate evolving workforce expectations, technological advancements, funding challenges, and shifting organizational priorities. While many leadership conversations focus on strategy and execution, Geoff Payne, President and CEO of Michael Smith Health Research BC, offers a refreshingly simple perspective: effective change leadership starts with being present and listening.

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In a recent episode of the How I Lead Change podcast, hosted by Pragilis CEO and Co-founder Shaheen Chaudhary, Geoff Payne shared insights from his leadership journey, reflecting on organizational transformation, strategic planning, and the importance of people-centered leadership in times of change.

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Why Change Leadership Requires an Evolution Mindset

One of Payne's most interesting perspectives is his preference for the word evolution over change. He believes the term "change" can often create anxiety because people associate it with something being wrong or needing correction. Instead, evolution emphasizes growth, learning, and adaptation.

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For leaders, this shift in language matters. Employees are more likely to engage with a transformation initiative when it feels like a natural progression rather than a reaction to failure. Organizations that frame change as evolution can create a culture that embraces continuous improvement rather than fearing uncertainty.

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As Payne explains, standing still is not an option. In today's environment, organizations that fail to adapt risk becoming complacent and disconnected from the people they serve.

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The Strategic Planning Lesson Every Leader Should Understand

Drawing from his experience as President of the University of Northern British Columbia (UNBC), Payne reflected on leading the development of a new strategic plan following the COVID-19 pandemic. The initiative involved extensive engagement with faculty, students, staff, and community stakeholders over more than a year.

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The most significant lesson?

Great change happens when leaders listen before they lead.

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Rather than approaching the process with predetermined answers, Payne emphasized the importance of pausing, opening conversations, and understanding where the institution needed to go. The result was a strategy grounded in the perspectives of those most affected by it.

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This approach highlights a fundamental truth about successful organizational change:

• People support what they help create.
• Engagement builds commitment.
• Listening creates ownership.

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For leaders managing transformation initiatives, involving stakeholders early and often can dramatically improve adoption and long-term success.

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The Forces Driving Change Across Industries

Although Payne now leads a health research organization, he sees similar trends influencing both higher education and health research sectors. The common denominator is people.

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Today's students, researchers, and professionals have different expectations than previous generations. Traditional career paths are no longer the only option, and talented individuals are increasingly exploring entrepreneurial ventures, interdisciplinary careers, and innovative fields such as artificial intelligence.

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This evolution creates new challenges for organizations that rely on attracting and retaining talent.

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Rather than expecting people to adapt to outdated systems, leaders must build ecosystems that support people where they are today and where they want to go tomorrow. According to Payne, organizations that fail to evolve alongside their workforce risk missing opportunities to innovate and grow.

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Three Leadership Practices That Make Change Successful

Throughout the conversation, Payne identified three consistent elements that have shaped his own leadership approach:

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1. Put People at the Center

Payne believes people genuinely want to contribute and make a difference. Effective leaders recognize these efforts, create opportunities for contribution, and ensure employees feel valued.

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When teams feel seen and appreciated, they are more likely to invest their energy into organizational goals and change initiatives.

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2. Listen More Than You Talk

Leaders often enter situations with a vision of the future. While vision is important, Payne warns against becoming so attached to an idea that you stop listening to alternative perspectives.

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Every team member views challenges through a unique lens. Those insights can reveal risks, opportunities, and solutions leaders may otherwise miss.

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3. Empower Others

Change cannot be sustained by a single individual. Leaders must empower people to take ownership of the journey. Without empowerment, employees may not understand the purpose of the change or feel connected to its success.

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Long-term transformation happens when people throughout the organization become active participants rather than passive observers.

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Leadership Is a Continuous Learning Journey

Another valuable insight from Payne is his belief that leadership is never fully mastered.

Throughout his career, he has learned by observing mentors, accepting opportunities, making mistakes, and continuously refining his approach. He rejects the idea that leaders simply "arrive" at a destination where they have all the answers. Instead, leadership is an ongoing process of growth and adaptation.

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This mindset encourages humility and curiosity, two qualities that are increasingly important in today's complex organizational environments.

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The Leadership Advice Every Change Leader Needs to Hear

When asked for his most important advice for leaders navigating change, Payne's answer was simple but powerful:

Be present. Be calm. Listen.

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Leaders often operate in environments filled with competing priorities, back-to-back meetings, and continuous decision-making. Amid that pressure, it becomes easy to focus on the next challenge instead of the conversation happening right now.

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Payne argues that every meeting deserves your full attention. Every conversation offers an opportunity to learn. Every person has insights that can contribute to the organization's success.

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By practicing presence, leaders build trust, strengthen relationships, and create an environment where people feel heard.

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Final Thoughts: Change Starts with Listening

The most compelling takeaway from Geoff Payne's leadership philosophy is its simplicity. In a world filled with frameworks, methodologies, and leadership theories, he reminds us of something fundamental:

Successful change is not primarily about processes. It is about people.

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Organizations evolve when leaders create space for dialogue, empower others to contribute, and remain fully present in the moments that matter most. Whether you're leading a strategic transformation, managing organizational growth, or helping your team navigate uncertainty, Payne's advice offers a practical foundation for lasting impact:

Listen deeply. Stay present. Lead with people at the center.