Launch Point episode 2: Organizational Change Management with Orlando Gafford

When companies go through change, whether it’s new technology, reorganization or process updates, it’s easy to focus on systems. But I’ve learned that success comes down to how people react and adapt. The human side of change can’t be overlooked.

In episode 2 of my podcast Launch Point, I sat down with Orlando Gafford to unpack what really drives successful transformation. As a seasoned leader in Organizational Change Management (OCM) who has supported companies like Medtronic, Cargill and Grainger, Orlando reinforced that change isn’t just a technical shift, it’s an emotional journey that requires experienced professionals to help navigate. 

The human side of change

One thing that stuck with me from our conversation is how differently people react to change. Some are relieved and ready to engage, while others put up walls. That resistance is normal. It’s part of the process. What matters is how we respond as leaders.

People want to know how change will affect them. They want transparency even if the answers aren’t all positive. We can’t just roll out a change and hope for buy-in. We need to connect early, communicate clearly and give people space to process. Change may be strategic, but it’s also deeply personal.

Why leadership matters

Leadership buy-in is crucial, but not always guaranteed. Orlando breaks it down like this:

• Some leaders are champions. They fight for OCM resources and are deeply invested.
• Others are curious. They want to understand how change management can help avoid past mistakes.
• And some are skeptical, assuming project managers or others can “just handle it.”

This mindset, he warns, can downplay the unique skill set required to lead change, particularly the emotional intelligence (EQ) needed to support people through uncertain times. We can’t expect adoption without intentional leadership that prioritizes people just as much as deliverables.

Can AI lead change?

There’s a growing conversation about whether AI can replace some of the change management process. Orlando shares that while AI tools can enhance project management and communication, change is still human at its core. You can’t automate empathy or replace the need for connection. When people are facing fear or loss, they don’t need algorithms. They need leaders who listen and guide.

The recipe for real adoption

Getting change to stick takes more than a great plan. It takes early engagement, honesty and empathy. Orlando told me that means:

1. Involve people early. Let them know change is coming, even before all the answers are clear.
2. Be honest. Not every department will benefit equally from change. That’s okay, but don’t hide it. It’s better to say, "This may be harder for your team, but here’s why we’re doing it.”
3. Lead with empathy and compassion. Remember that people aren’t just adapting workflows. They’re adapting mindsets, habits and identities.

OCM isn't about managing resistance. It’s about reducing it by building trust from the start.

Final thoughts

Change is a constant. What defines success is how we bring people along with us. When we lead with empathy, invest in communication and keep our teams at the center, change becomes more than just a project milestone. It becomes part of the culture.

Orlando’s insights were a reminder of what we aim to do at Horizontal. We deliver solutions that don’t just work technically but resonate with the people using them. That’s what real transformation looks like.

If your organization is preparing for a strategic change, let's talk about how Horizontal's talent, team and project solutions will help you transition seamlessly.