Biggest Challenges Faced by a Head of Transformation at Optum
Zach, Head of Transformation at Optum, identifies "consensus building" as the biggest challenge in the role, highlighting the inherent resistance to change when altering processes or organizational structures. The ability to tailor communication strategies—from data-driven arguments to mission-focused appeals—and to recognize when compromise or alternative approaches are necessary is crucial for success.
Leadership, Change Management, Communication, Consensus Building, Problem-Solving
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Zach Goldman
Head of Transformation
Optum
USC, 2007
UCLA Anderson MBA
Political Science, American Studies
Healthcare, Medical & Wellness
Strategic Management and Executive
Honors Student, Scholarship Recipient, Took Out Loans, Student Athlete, First Generation College Student
Video Highlights
1. Building consensus and overcoming resistance to change are crucial skills in a transformation leadership role.
2. Different people require different approaches to persuasion; some are data-driven, others mission-driven, and some may resist change regardless.
3. The ability to build consensus is a valuable soft skill that is essential for success in roles involving organizational change.
Transcript
What is your biggest challenge in your current role?
Consensus building is crucial in any work that requires people to change a process, an organizational structure, or even their thinking. People tend to be resistant to change, so we spend a lot of time building buy-in, fostering consensus, and getting people on board with new ways of doing things.
Different people change their minds in different ways. Some are data-driven; they need to see exactly what the future will look like, understand why, and have it articulated clearly to come around. Others need everything framed in terms of the mission and why the change is best for patients.
Some individuals will resist just to resist. At some point, you either need to articulate why the change is good for them, or you may need to find a workaround if they are unwilling to change their minds. This might involve reassigning accountability.
It's often frustrating, but the ability to build consensus and get people to change their minds is an incredibly important soft skill. I find myself needing to exercise it on a very regular basis.