Lata Hamilton is a dynamic Change Leadership and Confidence expert who’s passionate about helping millennial women lead with purpose and courage. As the author of Pioneer Your Career Change and creator of the Leading Successful Change program, Lata empowers professionals to embrace change with authenticity and confidence. Her journey — tripling her salary to nearly $200,000 in just three years — reflects her deep understanding of what it takes to lead from the inside out. Lata has guided change programs for some of Australia’s largest corporations, shaping initiatives that have influenced more than 100,000 people. Her experience spans organisational redesigns, cultural transformations, and digital transitions that define the modern workplace.

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Why do so many change initiatives fail to inspire people?

Because they focus on systems — not souls. In this episode of Talking with the Experts: Business Insights, Lata Hamilton, Change Leadership and Confidence expert, explains how leaders can use Neuro-Linguistic Programming (NLP) techniques to truly engage hearts and minds during organisational change.

For years, traditional change management has focused on strategy and structure — yet the real transformation happens when people feel seen, heard, and part of the journey. Lata shares how NLP and coaching tools can help leaders craft compelling visions, map tangible benefits, and communicate with empathy and authenticity.

With experience leading change programs that have impacted over 100,000 people, Lata brings practical insights on connecting teams to the future of work and helping them carve meaningful careers in the age of automation.

You’ll gain a deeper understanding of:

• Why focusing only on the technical side fuels mistrust
• How to use NLP to connect and communicate through change
• How to empower teams to lead their own transformation

Whether you’re an HR leader, manager, or consultant, this conversation will help you lead with confidence, compassion, and clarity — creating change that truly lasts. 

🗝 Three Key Takeaways

1. Why traditional Change Management creates resistance and mistrust.
2. How to use NLP and Coaching techniques to connect people to change.
3. Why empowering teams is vital for the future of work.

• Lata Hamilton transitioned from marketing to change management after a colleague recognized her media, communications, and process improvement background would suit the field.
• Organizational change management is defined as moving people from doing things one way to doing things in a new way through communications, training, and business readiness.
• Change management failures often occur when changes are forced on people overnight without any runway or preparation, leaving employees uninformed and unprepared.
• Resistance to change triggers survival instincts in employees because workplace changes directly correlate to their livelihood and ability to provide for themselves and their families.
• Neuro-linguistic programming principle states that when emotions increase, intelligence decreases, causing people to close their ears to logical reasons for change.
• Resistance should be viewed as an opportunity rather than a problem, as resistant employees often have valid concerns and can become strongest advocates when properly engaged.
• Chunking up technique from NLP involves asking “for what purpose” repeatedly to move from specific details to higher-level intentions that create broader organizational agreement.
• A local council project was rebranded from “financial reporting” to “Make It Count: empowering better decision making for our community” using the chunking up technique to resonate with community-minded employees.
• Future workforce preparation requires career empowerment for all organizational levels, not just leaders, due to uncertainty about what jobs will exist.
• World Economic Forum estimated 75 million jobs worldwide would be impacted by technology, while Australia specifically faces 5 million job impacts from a 30 million population.
• Organizations must develop change acceptance across all levels because the traditional peak-and-trough change model has been replaced by constant, continuous change.
• Communities, clients, and customers also need increased change acceptance levels to create a “rising tide lifts all boats” effect for organizational transformation.