Navigating Change with Purpose: A Conversation with Allianz's Chris Iwanowski

In the first episode of A Human Element, host Adam Higgins sits down with Chris Iwanowski, Chief Transformation Officer at Allianz Insurance, to explore the human side of transformation.

From moving his family across the world to leading one of the most complex change programs at Allianz, Chris shares lessons in resilience, clarity, and how to truly put people at the centre of change.

A Human Element is a podcast series that slows things down. In each episode we have open, honest conversations about the real challenges of leadership today—from navigating change and building resilience to creating high-performing teams. In the age of automation and doing more with less, this series offers a space to reflect, reset, and reconnect with what truly matters: your people.

For Chris, the conversation itself became a rare moment of pause. “This is actually a moment for me to relax and reflect,” he says. Now that’s what we’re here for. 

From Germany to Sydney: The Human Side of Transformation

Chris Iwanowski didn't just take on a new role; he took on a new life. When the opportunity came to move from Germany to Australia, it was more than a career decision. It was a family decision, too. And a leap into the unknown.

“We packed our life into a container and jumped into what seemed like a cold pool of water—only to discover it was actually quite warm.”

That says a lot about how Chris approaches change. Not with bravado, but with openness. He and his wife saw their children were still young (just one and three at the time) and made the bold call: if they were going to have an adventure, now was the time.

Landing in Sydney, the Iwanowskis made their home on the Northern Beaches. It wasn’t easy. Relocation rarely is. But slowly, things started to click. People were kind. The culture welcoming. And what soothed it all? Watching their kids become bilingual—thriving between languages, between worlds.

It’s a reminder that transformation isn’t just a business concept. It’s lived. It’s messy. And when done with care, it’s deeply rewarding.

Inheriting a Challenge: The State of Play at Allianz

Chris wasn’t handed a blank canvas. When he stepped into his role at Allianz Australia, he inherited a transformation program already in motion—one that had struggled for years to deliver on its promise. The technology was complex. The architecture was monolithic. And the team? Fatigued.

Chris told Adam, “The frustration was almost tangible—you could touch it.”

That frustration didn’t come from resistance. It came from effort without outcomes. The Australian arm had been running point on a global program designed in Europe. It was a system originally built for tightly regulated, agent-based insurance markets. As Chris explained, it simply didn’t translate. And after years of underwhelming progress, the need for a reset was clear.

But Chris didn’t show up claiming to have all the answers. “I’m not a superhero,” he says. “Too many people have said that already.”

Instead, he brought something else: perspective. With 14 years at Allianz across claims, sales, product, and engineering, he understood the system. He understood the people. And most importantly, he knew that change wouldn’t come from noise—it had to start with clarity.

This was transformation work in its truest form: less about new ideas and more about honest assessment and the courage to start again.

Building Trust and Delivering Clarity

When faced with a chaotic transformation landscape, Chris didn’t rush to fix everything. He narrowed the focus.

“At the beginning of a journey like this, you’re empty-handed,” he says. “You have to cut through the noise to get something tangible on the table.”

Rather than trying to solve every problem or react to every voice of scepticism, Chris accepted that some people would stay fatigued. “You stay sceptical; you stay fatigued. That’s OK,” he says. “After what you’ve been through, let us get some clear results on the table—and then we’ll talk.”

As a leader, staying grounded sets the tone. Chris focused on creating clarity: clear priorities, clear decisions, and visible artefacts that proved things were moving forward.

From redesigning the delivery model to building interconnected plans across product, sales, servicing and claims, he helped bring structure to the chaos. Not every outcome was instant. But Chris understood the value of early artefacts—detailed roadmaps, accountability frameworks, real decisions.

They weren’t all big wins, but they were proof points. Signs the system was stabilising and that teams could trust the direction again.

“Decisions need to be clear,” he says, “and the implications need to be clear.”

The result? Slowly, trust began to rebuild. People could see what they were working toward. And more importantly, why it mattered.

Leadership Philosophy: Transparency, Priorities & Trust

Chris Iwanowski doesn’t just talk about leadership values. He lives them. And at the centre of his approach is a simple but powerful principle: transparency is non-negotiable.

“If you want to work with me, be transparent,” he says. “In return, I will give you the trust that this is always true.”

But transparency isn’t always comfortable. Chris expects his team to put the hard stuff on the table—even when it’s tempting to hold back. “We agree that we are sitting in the same boat,” he says. “And that you still put [things] on the table.”

That openness is what builds trust. And trust creates the conditions for clarity.

Clarity is where Chris leads from. He brings structure to ambiguity with what he calls priority zero thinking. “Not everything can be urgent,” he says. “Because if everything is urgent, nothing is.”

Instead of vague buckets of priorities, Chris uses forced ranking; asking his team to make clear, often uncomfortable decisions about what matters most. “If two things are tied, give it five more minutes. If you still can’t decide, flip a coin—but make the decision.”

Then, the red marker comes out. “Draw the line. From here downward—if we have time, yes. Probably not.”

That discipline turns strategy into action. People know what matters. They know where they fit. And they know how to move.

Chris also empowers his team to be “intrapreneurs”, encouraging entrepreneurial thinking within a clear ethical frame. “Be solution-oriented, be pragmatic,” he says. “As long as we do what we do on a morally acceptable value base.”

It’s a leadership style that builds momentum without compromising values. A balance of freedom and focus. And for teams navigating complex change, it’s exactly what they need.

Final Reflections

Chris Iwanowski's story is a clear reminder that transformation isn’t about superheroes. It’s about people. About creating space to listen, the courage to reset, and the discipline to lead with clarity—especially when the path ahead is uncertain.

What stood out wasn’t a big vision or a breakthrough moment. It was the way Chris held ambiguity without flinching. How he stayed calm, set the tone, and made progress visible when others were ready to give up.

In the beginning, he called this conversation “a moment to relax and reflect.” But in truth, it was something else. A moment to get clear. To cut through. To decide what matters—and act on it.

And that’s the work. Not just holding the vision. Holding your nerve.

Want more from Chris? Listen to the full episode of A Human Element on Spotify, where Chris and Adam go even deeper on building high-performing teams, navigating complex change, and leading with calm, clear intent.

And stay tuned for part two. Some conversations are too rich to rush—this one continues with Chris reflecting on AI, authenticity and asking for help.

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Tranzformd: Tranzformd partners with forward-thinking organisations to accelerate growth and sustain performance through strategic transformation. We bridge the gap between boardroom vision and measurable business outcomes, delivering a 40% acceleration in high-quality strategic transformation initiatives. Our expertise spans innovation leadership, transformation delivery, and strategic execution to ensure lasting competitive advantage. Tranzformd is part of The Transformation Group.