»Good change management is about much more than just the IT solution itself«
Since joining Netcompany in 2020, Natascha Wang Hansen’s career has progressed rapidly. In just four years, she has become a manager and taken the lead on some of the company’s most complex and transformative change projects. Here, Natascha shares five key insights into what drives her as a leader and what she believes it takes to succeed with change management.
1. Use your interdisciplinary background as a strength
When I started university, I had no idea I’d one day lead major digital transformations. Like many young people, I wasn’t sure which direction to take. My interest in French culture led me to pursue a bachelor’s degree in French language and culture, and I spent two years in Paris. That turned out to be a pivotal experience. While working at the OECD in Paris, I attended a conference on digitalisation and IT. That’s when everything changed – it sparked a deep interest in how organisations undergo digital transformation and how meaningful it is to help guide them through it. When I returned to Denmark, I began a master’s degree in digital innovation and management. Even though I had found a path I was passionate about, I sometimes doubted whether I could succeed in the IT industry with a humanities background and no technical training. But over time, I’ve realised that my interdisciplinary background allows me to view change from multiple perspectives – an invaluable skill in digital transformation.
2. See challenges as opportunities
for growth
Becoming a leader was a natural transition, but also brought new and unexpected responsibilities. I didn’t always have the answers or know exactly how to support my team in every situation. I believe good leadership begins with knowing yourself—your strengths and your limitations. Self-awareness helps you better understand others and lead with empathy. Some of the toughest leadership moments I’ve faced were also the most formative. I clearly remember leading a highly technical team on a demanding project. It was hard not being able to support them with the technical tasks, even though I wanted to. Balancing tight client deadlines with the personal needs of team members was incredibly challenging. But looking back, I wouldn’t trade any of those experiences—they’ve shaped who I am as a leader today.
Natasha at a planning session with two colleagues from her current project.
3. Bring your authentic self to work
As leaders, I believe we need to move even further away from the idea that work and private life are completely separate. We all carry our personal experiences with us into the workplace, and we take the impact of our workdays home with us, too. To me, good leadership means creating a safe environment where people feel genuinely supported, whether they’re dealing with professional or personal challenges. If someone is struggling outside of work, it can affect their performance, and the same goes the other way around. That’s why it’s so important to listen and show understanding. Trust and relationships aren’t built by machines—they’re built by people. As a leader, you need to share a bit of who you are. I always aim to be authentic and open, and I hope that encourages others to do the same. I believe that’s the foundation for strong, sustainable collaboration and a healthy workplace culture.
4. Remember that change management is about more than just the IT solution
Just as I lead my own team, I’ve also helped clients lead their organisations through major digital transformations. And I believe there’s a strong connection between being a good internal leader and being a strong change leader for clients. Change management isn’t just about the end product or the IT solution. It’s about the people, the organisation, and the culture. If employees aren’t equipped to handle the changes, the organisation won’t get the full value from the transformation. That means supporting people not only with training on new systems and ways of working, but also throughout the entire change journey. Ultimately, successful change is built on trust and psychological safety. Without that, it’s nearly impossible to make real, lasting change happen.
5. Be curious and build relationships based on trust
Stakeholder management—in every form—is key to making change management successful. My best advice is to invest in building strong relationships from the beginning. Be honest. Listen carefully. Take the time to understand the client’s challenges, and be curious about the organisation and the people behind it. Only through trust-based relationships can we navigate the inevitable bumps in the road that come with any transformation.
