We caught up with the brilliant and insightful Lisa Rigoli a few weeks ago and have shared our conversation below.
Lisa , so good to have you with us today. We’ve always been impressed with folks who have a very clear sense of purpose and so maybe we can jump right in and talk about how you found your purpose?
Finding my purpose wasn’t a straight path—it was sparked by what felt like a major setback. After 15+ years in HR, I poured myself into developing leaders, fostering trust, and guiding organizations through transitions. Then, everything changed—my role was eliminated during a reorganization.
It was a shock. I had to step back and ask myself, ‘What now?’ But in that space, I realized something powerful: I’d been preparing for this moment my entire career. The work I loved most—helping people and teams thrive through change—wasn’t tied to a specific job title. It was my calling.
I’d actually founded Element of Change seven years earlier as a side gig. But now, it became clear that my purpose was to help leaders and organizations accelerate trust and reduce turnover during turbulent times. My years in HR showed me firsthand how organizations succeed when people feel safe, supported, and empowered, especially in times of transition.
So, what seemed like a door closing was really an opening—a push to take what I’d been doing all along and scale it into something bigger. Now, I help leaders do the same—embrace change, find opportunity in uncertainty, and lead with authenticity. That’s where my purpose lies: turning challenges into a chance to build something better
Let’s take a small detour – maybe you can share a bit about yourself before we dive back into some of the other questions we had for you?
When the reorg happened in 2022, I made a pivotal decision—I took a bet on myself and turned my side gig into my full-time business. Today, Element of Change is a boutique firm with a team of 15+ leaders all dedicated to helping organizations navigate transitions by accelerating trust and reducing turnover. It’s been a transformative journey, but the purpose that drives us is crystal clear.
What truly sets us apart is our belief that most leadership programs focus on the intellectual side of leadership—strategies, tactics, and tools—but they often fall short when it comes to preparing leaders for the emotional challenges that come with leading through change. We fill that gap by equipping leaders with the skills to handle the emotional demands of their roles, building trust and resilience from the inside out.
What excites me most is how our approach empowers leaders to create lasting trust and collaboration within their teams. Whether we’re coaching through a reorg or helping C-suite leaders navigate a shift, we always start with the people—because they’re the heart of any successful transformation. Our Triad Approach is a game-changer—it combines coaching, strategic cohorts, and stack-and-build learning hubs to offer a holistic solution to making change stick. It’s not just about change management; it’s about sustainable leadership.
One thing I’m particularly proud of is our monthly Executive Forum, where senior HR and select C-suite leaders come together to discuss how to mitigate turnover and drive growth during times of uncertainty. We’re also expanding our community efforts, with events designed to foster belonging, collaboration, and purpose, because building relationships is key to navigating transitions.
It’s a big year for us, and I’m excited about the impact we’re making.
And a fun fact—I’m married to my middle school best friend and we’re raising two daughters together in the city we grew up in. Family is a big part of my journey, and they keep me grounded and inspired.
There is so much advice out there about all the different skills and qualities folks need to develop in order to succeed in today’s highly competitive environment and often it can feel overwhelming. So, if we had to break it down to just the three that matter most, which three skills or qualities would you focus on?
Reflecting on my journey, three qualities that were most impactful for me were resilience, emotional intelligence, and strategic thinking. Each of these played a pivotal role in how I navigated challenges, and I believe they’re essential for anyone looking to grow, especially during transitions or organizational change.
Resilience: The ability to bounce back from setbacks was a turning point. When my role was eliminated, I could’ve let it define me, but instead, I saw it as an opportunity to pivot and build something new. My advice: develop resilience by embracing change. Start small—whether it’s a project that didn’t go as planned or unexpected feedback, practice shifting your mindset from “failure” to “learning opportunity.” The quicker you adapt, the stronger you become.
Emotional Intelligence (EQ): Understanding my emotions and those of others has been crucial in leading teams through difficult transitions. It’s what helped me build trust and support during the toughest times. To develop EQ, practice active listening, empathy, and self-awareness. One of the best ways is to ask for feedback regularly—not just on your work, but on how you make people feel in team settings. This can reveal blind spots and help you improve your interactions.
Strategic Thinking: This allowed me to move beyond day-to-day tasks and focus on the bigger picture. When I founded Element of Change, I had to balance immediate needs with long-term goals. My advice here: cultivate strategic thinking by stepping back regularly to assess the larger context of your work. Make it a habit to think about how today’s decisions align with your long-term goals. Engage with mentors or leaders who have a knack for strategy, and ask them how they approach decision-making.
For anyone early in their journey, lean into opportunities that stretch you in these areas. Don’t be afraid to step into roles or situations where the path isn’t clear—it’s in those moments that you grow the most. Developing resilience, EQ, and strategic thinking isn’t about having all the answers; it’s about being willing to adapt, listen, and think ahead.
Tell us what your ideal client would be like?
My ideal client is a senior leader or executive team facing a major organizational shift—like a restructuring, merger, or leadership change. They understand that leading through change isn’t just about strategy; it’s about trust, emotional intelligence, and the well-being of their teams.
They prioritize trust and psychological safety because they know it’s the foundation for a successful transition and lasting results.
They’re open to feedback and growth, ready to collaborate and embrace new leadership styles, especially in moments of uncertainty.
They’re not looking for quick fixes—they’re committed to real, long-term solutions that align with their vision and culture.
Visionary but grounded, these leaders recognize that real change requires focusing on both people and processes. They seek to build resilient organizations through coaching, strategic cohorts, and shared learning.
They know that accelerating trust and reducing turnover is the key to thriving through change and ensuring their organization’s long-term success.
Contact Info:
- Website: www.eocleadership.com
- Instagram: https://www.instagram.com/lisarigoli/
- Linkedin: https://www.linkedin.com/in/lisadownerrigoli/
Image Credits
Photographer: Daniel Wakefield at TopTier Headshots Dennis at Dstnctartmedia
