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when it comes to measuring change management we very much focus on the people side so its really around being able to have a sense what our people engage the satisfaction gone up higher retention its really about being able to see has a particular change happen in a certain time period so its very much something that we look at by understanding what people metrics would give us the evidence of a successful change my approach to handling conflict and approaching tough conversations is very much around taking the emotion out of it and secondly then having a process where I can give evidence so an old mentor of mine taught me something that is called bubble boy it sounds a little bit tongue-in-cheek but its really around being able to work a conversation around a few different bubbles and so any tough conversation I very much get their view first then I give my eyewitness view what are my thoughts I then give evidence from other people so what if third-party people say whats their op