Work In Process (a bpmd podcast)
Aug 25, 2026 · 37 min · 11 segments
In this episode, Liam O’Neill speaks with Joy Wong, Head of Transformation Technology, Productivity and Value Capture at Standard Chartered, who has spent 20 years leading transformation across…
Joy WongGuest
Liam O'NeillHostSam LewisHost
It's always nice coming up with a big change program, switch the system over, change this way of working, get this country to align.

But if you don't actually get people to change what they're doing, if you end up just rolling out some new ways of working, some new SOPs, and everyone ignores it, it doesn't do anything.

It's one of those things where you actually need to really take time to actually embed the change before the change happens.

And sticking on that getting change to stick element, what are some of the things that you do today when you're doing big transformation programs at Standard Chartered or otherwise that you've seen be really effective in making changes stick?

You need to be very clear in what your vision is and what you're trying to achieve.

So literally roundtables, having conversations, you know, not necessarily one-on-one.

one-on-one, but having that ability to talk to people to then actually say, hey, you know, what's really pissing you off? What's not really working? And then taking that ability to feedback loops and essentially trying to obviously incorporate what people tell you.

You can't take everybody's feedback, but you can appear to essentially take on the feedback and then have the ability to then say, why have I not taken this change forward? Why have I not taken your suggestion forward? Again, it's communication.

It's then clear process and then it's clear communication to then communicate the process.

It's always nice coming up with a big change program, switch the system over, change this way of working, get this country to align.

But if you don't actually get people to change what they're doing, if you end up just rolling out some new ways of working, some new SOPs, and everyone ignores it, it doesn't do anything.

It's one of those things where you actually need to really take time to actually embed the change before the change happens.

And sticking on that getting change to stick element, what are some of the things that you do today when you're doing big transformation programs at Standard Chartered or otherwise that you've seen be really effective in making changes stick?

You need to be very clear in what your vision is and what you're trying to achieve.

So literally roundtables, having conversations, you know, not necessarily one-on-one.

one-on-one, but having that ability to talk to people to then actually say, hey, you know, what's really pissing you off? What's not really working? And then taking that ability to feedback loops and essentially trying to obviously incorporate what people tell you.

You can't take everybody's feedback, but you can appear to essentially take on the feedback and then have the ability to then say, why have I not taken this change forward? Why have I not taken your suggestion forward? Again, it's communication.

It's then clear process and then it's clear communication to then communicate the process.
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