Today’s ponderable is: Why change agility is the new social currency for the enterprise

Dear Diary,

Ponderable of the day: Why is change agility the new social currency for the enterprise?

In 2025, the pace of change is coming with velocity, i.e. it’s arriving with both speed and direction. And let me tell you, as someone who’s spent years at the helm of Digital Workplace Group (DWG), I’m seeing this play out everywhere I look. The world of work isn’t just evolving; it’s shape-shifting right before our eyes. Digital disruption, shifting expectations, global uncertainty, and digital transformation that seems to leapfrog itself every quarter – it’s enough to make even the most seasoned leader pause and take stock.

But here’s the thing: with all this flux, one truth stands out for me with greater clarity than ever before. It’s my 2025 prediction that ‘Change agility is emerging as the new social currency for organizational success’.¹

This isn’t just a catchy phrase. It’s a reality in boardrooms, virtual town halls and Slack channels across our membership and wider industry circle. And it works as a personal lesson too – one that’s challenged me to rethink how I lead, how I learn, and how I help others to do the same.

So, let’s unpack what this really means, why it matters now more than ever, and how we can all build our ‘change agility balance’ in the months and years ahead.

Why ‘change agility’ and why now?

If I had a pound for every time someone had mentioned ‘change’ in a meeting this year, I’d have a tidy sum! But this is not just about change for change’s sake. It’s about velocity – change that’s not only fast, but purposeful too; the difference between being swept along by the current or steering your own course.

Over the past decade, we’ve all watched ‘digital transformation’ evolve from a buzzword to a baseline. The pandemic, the AI boom and global events have compressed what used to be five-year plans into five-month sprints. The future of work isn’t something we’re waiting for; it’s something we’re building, day by day.

And here’s where the ‘agility’ part comes in. It’s not enough to be resilient – to bounce back when things go sideways. We need to be agile: ready to pivot, experiment and sometimes even rewrite the rulebook. And, as I’ve learned (sometimes the hard way), this isn’t just about systems or strategy. It’s about people. It’s about trust, relationships, and the social glue that holds organizations together when everything else is in flux.

What does ‘change agility as social currency’ look like?

Let’s get practical. When I talk about change agility, I’m thinking about three things:

1. Mindset – Are we open to learning, feedback and even failure?
2. Behaviour – Do we collaborate, take risks and support each other when we try something new?
3. Culture – Is adaptability something we celebrate, or do we cling to ‘the way we’ve always done it’?

Social currency, to me, is what we earn when we show up with these qualities. It’s the trust and influence we build – one conversation, one experiment, one shared win (or loss) at a time. In 2025, those who can navigate and lead change aren’t just valuable, they’re indispensable.

Why this matters: forces shaping our new reality

Let me share a few things I’m seeing:

• Digital transformation is relentless – AI, automation and data aren’t just tools; they’re rewriting job descriptions and business models in real time.
• Employees want more – Flexibility, purpose, growth – these aren’t perks; they’re expectations. People want to co-create, not just comply.
• The world is unpredictable – Geopolitics, climate, economics; uncertainty is the only constant.
• Hybrid is here to stay – We’re collaborating across time zones, cultures and kitchen tables. That requires a new kind of agility.

How I’m building change agility – and how you can too

This is where it gets personal. I’ve had to model agility from the top (and yes, that means admitting when I don’t have all the answers). Here’s what’s working for me and for the organizations I admire:

• Share your learning journey – Celebrate experiments, even if they flop. Vulnerability is contagious.
• Create psychological safety – Make it okay to speak up, challenge and try new things.
• Invest in skills at every level – Critical thinking, collaboration and emotional intelligence are real superpowers.
• Choose tech that empowers people – Don’t just chase shiny objects; focus on tools that make work more flexible and connected.

The payoff: why change agility pays dividends

When we treat change agility as a social currency, here’s what happens:

• Innovation flourishes – People aren’t afraid to test, learn and iterate.
• Engagement soars – Employees feel like co-pilots, not passengers.
• Resilience deepens – We don’t just survive shocks; we grow from them.
• We outpace the competition – Agility becomes our edge.

Real-world inspiration

I love seeing how others are putting this into practice:

• Microsoft’s ‘learn-it-all’ culture – a game-changer for innovation.^2–4
• AI the EY way – taking a holistic, people-centred approach to AI transformation.⁵
• Unilever’s local empowerment – agility at the grassroots.^6,7
• ING’s agile squads – breaking silos and speeding up delivery.^8,9

Let’s get real: the barriers

Of course, it’s not always going to be smooth sailing. Fear of failure, silos, imposter syndrome, lack of buy-in – these are real hurdles. My advice?

• Foster a growth mindset.
• Break down silos with cross-functional teams.
• Invest in leadership and skills development.
• Make evergreen learning part of your organization’s DNA.

Looking ahead: making change agility your new superpower

As we look to the future, I believe change agility will be the skill that sets us apart – both as individuals and collectively. It will shape who we hire, how we promote and what we reward.

• For leaders – Prioritize agility and learning in your talent strategies.
• For employees – Embrace lifelong learning and seek out opportunities to lead change.
• For all of us – Build relationships, share knowledge and stay curious.

Final thoughts for today’s diary entry

If there’s one thing I’ve learned, it’s that change agility isn’t a destination; it’s a daily practice. It’s about showing up, staying open and building trust – one interaction at a time.

So, here’s my call to action for you (and me!): Let’s make change agility our social currency in 2025 and beyond. Let’s value it, invest in it, and multiply it through every conversation, decision, initiative and innovation.

It’s the organizations – and leaders that thrive in this new era – who will be the ones to transform change from a threat into an opportunity, and agility from a buzzword into a true competitive edge.

Until next time… Nancy

References

1. Welcome to Nancy Goebel’s 2025 Predictions (Digital Workplace Group, 2025)
2. From ‘Know-it-alls’ to ‘Learn-it-alls: Microsoft’s growth mindset (Neuro Leadership Institute, 2019)
3. Case study: Satya Nadella’s leadership at Microsoft (IOSR Journal of Business and Management, 2024)
4. Satya Nadella’s 3-word description of Microsoft’s culture should inspire leaders to be learners (Fast Company, 2024)
5. AI the EY way: Inside the organisation’s holistic, people-centred AI transformation (Microsoft New Zealand News Centre, 2025)
6. Gender equality and women’s empowerment (Unilever, 2024)
7. Enhancing the livelihoods of women in Unilever’s agricultural supply chain (Business Fights Poverty, 2016)
8. Case study: Scaled Agile implementation at ING in a microservices culture (Medium, 2024)
9. Transforming banking: How ING’s Agile revolution redefined success (Agile Federation, 2025)

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Categorised in:   → Diary of a She-E-O