By C200 member Sarena Lin
Transformation has become the default mode of operation for organizations. Yet, despite the extensive knowledge shared on the subject, many efforts still fall short. Why?
CEOs face immense challenges, navigating complexities such as climate change, supply chain disruptions, talent management shifts, and economic uncertainty—all while maintaining strategic momentum. A key factor in these struggles is the significant mindset change and leadership challenges required to navigate these changes. To succeed, leaders must embrace a broader range of leadership attributes that might be new to them and adapt new ways to strategically and artfully apply them.
The real challenge lies in breaking the status quo. Transformation is necessary in many organizations, because the current way of operating is no longer adequate to drive the organization’s success forward. The challenge is, as any other human being, leaders also are formed and informed by past experiences and successes. Corporate leaders must set the vision for change and model inclusive leadership at every level. Leadership is more than setting policies—it’s about walking the talk, demonstrating through action the values that drive true transformation.
In my career, I’ve driven organic growth and organizational transformation across Europe, Asia, and the Americas, and I understand the urgency of this shift. There is no clear path to success in these turbulent times. No CEO has all the answers. Even with years of experience, navigating the unpredictable requires a willingness to embrace transformational leadership.
Inclusive Leadership as a Catalyst for Change
Leaders worldwide face similar challenges, from economic uncertainty to technological advances and geopolitical tensions. A recent survey of CEOs in Southeast Europe found that 50% remain uncertain about their company’s survival over the next decade if they continue on their current trajectory. This uncertainty underscores the urgency of transformation: the status quo is no longer sustainable.
Inclusive leadership addresses these challenges. Successful CEOs surround themselves with diverse leadership teams, tapping into varied perspectives to solve complex problems. These teams offer innovative solutions by blending different experiences and skills. By fostering collaboration within the organization and with external partners, executives leverage collective intelligence to drive change.
Vulnerability and Collective Wisdom
Acknowledging uncertainty is not a weakness, but a strength for leaders guiding change. Embracing vulnerability allows CEOs to openly admit they don’t have all the answers, to create a culture of trust and collaboration. This openness sets the stage for collective problem-solving, where diverse perspectives are valued.
By embracing vulnerability, CEOs unlock the power of collective intelligence—a vital resource for making better decisions. Tapping into the insights of their teams enables these leaders to solve complex challenges in innovative ways. Collaborative leadership fosters creativity, adaptability, and an environment where teams feel empowered to contribute. This approach strengthens the organization’s ability to innovate and pivot in the face of disruption.
Leaders as Role Models for Change
CEOs must model the behaviors and values they wish to instill across the organization. This is particularly important around inclusivity and innovation. A leader’s actions speak louder than words; they must walk the talk, aligning their decisions with the company’s vision and transformation goals.
Leadership is more than creating policies or talking about values—it’s about demonstrating them through action. By consistently acting in alignment with the company’s values, CEOs build credibility and trust within their teams, setting the cultural tone for the organization. This values-based leadership drives sustainable change.
Women in Leadership Are Crucial for Transformation
As leaders navigate the complexities of transformation, recognizing the unique contributions of women leaders is essential. Women naturally embody qualities such as empathy, resilience, and collaboration, which are important for inclusive and innovative organizational cultures. These qualities create a work environment where teams feel empowered to contribute their best ideas.
Women leaders often lead with vulnerability, openly acknowledging challenges and uncertainties. This openness strengthens trust, inspires others to share their thoughts, and advances an environment where everyone feels empowered to engage in problem-solving and innovation. When leadership embraces vulnerability, it creates stronger buy-in and more sustainable change.
The inclusive approach women bring enables long-term transformation. By encouraging smart risk-taking, promoting innovation, and embracing diverse perspectives, women in leadership positions actively create a culture where transformation is embraced and not merely managed. Their leadership style encourages adaptability, ensuring that transformation efforts are not only effective, but enduring.
Women leaders also play a role in ensuring that transformation isn’t a top-down directive but a shared vision that permeates the entire organization. By helping to embed transformation into the company’s culture, they help to sustain it across all levels.
Championing Sustainable Change
CEOs must be the champions of change—transformation simply cannot be a top-down initiative. For change to succeed, it must be embedded into the culture at every level. A visionary leader understands that change isn’t something imposed; it’s a collective effort that involves everyone within the company.
A transformational CEO inspires all employees to engage with the change process. They enable everyone, from senior leaders to frontline staff, to understand the company’s vision and purpose, as well as their role in driving change forward. This shared understanding creates alignment and drives the entire organization toward the same goals.
By tapping into collective wisdom and empowering their teams, transformational leaders create a culture of innovation, adaptability, and continuous improvement. This approach ensures that change is not just a one-time event but becomes ingrained in the company’s DNA. In doing so, these CEOs lay the foundation for long-term success, ensuring their organization is ready to evolve with the challenges ahead.
C200 member Sarena Lin is a seasoned executive with a diverse background in transformation, strategy, and leadership. Currently, she serves as a Senior Advisor at McKinsey & Company, advising senior clients on large-scale transformation, leadership development, and culture change. She serves on the Supervisory Boards of Siemens Healthineers and Bergman Clinics, where she chairs the HR Committee and contributes to digital strategy.
Previously, she was a member of the Board of Management at Bayer AG, responsible for enterprise transformation, HR, and strategy. She also held senior roles at Elanco Animal Health as President of Elanco USA, and as President of Cargill’s Animal Nutrition business. Previously she was as a partner at McKinsey. With a career leading global teams, Lin has extensive experience driving growth and innovation.