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The topic of change has been on our mind lately, particularly as it seems to be ever-present across the business world today. Whether it’s adapting to new technologies, restructuring teams, or shifting company strategies, change is inevitable — and it’s top of mind for people leaders who are navigating these transformations daily. After recent conversations with talent leaders in the Medley orbit, we've gathered insights and reflections on how to best lead teams through change.
One thing that’s clear is that change, no matter how positive or necessary, is often uncomfortable and far from linear. Even when a change is welcomed, it can disrupt routines, challenge established norms, and provoke a mix of emotions. This discomfort isn’t just an inconvenience; it’s a natural part of the change process.
Research shows that our brains recognize change as a form of loss, triggering a variety of emotional responses. The Change Curve, inspired by the work of Elizabeth Kübler-Ross, illustrates this journey well. It highlights that people move through distinct stages — from initial shock and denial to confusion and eventual acceptance. However, it’s important to recognize that moving along this curve isn’t always a straightforward, left-to-right process. Organizations and individuals can move back and forth along the curve, sometimes regressing to earlier stages when new challenges arise or when the impact of the change becomes more profound.
As a leader, understanding where your team is on the curve at any given time is crucial, because providing the right support at the right moment can help your team navigate these shifts more smoothly. But how do you support someone navigating the lows of the change curve? Communicating the "why" can help.
Effective leadership during times of change isn’t just about managing logistics; it’s also about inspiring and engaging your team by clearly communicating the “why” behind the change. Simon Sinek’s Golden Circle framework is particularly relevant here, emphasizing that starting with "Why" can significantly reduce resistance and increase buy-in.
Most organizations are good at communicating the 'what,' and many are also good at communicating the 'how.' But few are able to articulate the 'why' behind a change. The ‘why’ is so important because understanding it can help reduce change resistance and increases buy in and commitment.
Research shows that this maps to brain engagement — ‘why’ resonates with both the neocortex and the limbic system, meaning it taps into both the rational and emotional sides of the brain. When leaders articulate the purpose, vision, and values driving a change, it helps team members connect emotionally and intellectually with the transition. This connection fosters commitment and resilience, even when the journey gets tough.
This insight underscores how understanding and sharing the “why” behind a change can foster a sense of community and shared purpose, making the process less isolating for everyone involved.
The idea that leadership is inherently lonely is a pervasive one, but it doesn’t have to be true. As leaders, it’s essential to seek out and cultivate connections with others who are navigating similar challenges. These connections can provide support, new perspectives, and a sense of shared purpose.
Our conversations with leaders have shown that when they reach out, share experiences, and collaborate, they not only feel less isolated but also more empowered to lead effectively. As one leader from a global private software company shared,
“Our CEO once made a comment that leadership is lonely — sometimes I feel like I have nobody to talk to. I love having group connectivity, and I’m realizing that it doesn’t have to be lonely. It’s about being proactive about curating connections with people going through the same things.” -Global Lead, Private Software Company
Another shared,
“I realized we’re all struggling with similar things. When you’re trying to iterate and be creative on your own, it feels like you’re limited. But when you come together with other leaders to share ideas, it allows you to unlock a different part of your brain.” -Manager, Fortune 100 Company
These insights remind us that leadership, especially in times of change, is a shared experience. By building a 'medley' of peers and mentors, leaders can draw on a wealth of collective wisdom and enhance their own leadership journey.
In summary, leading through change requires embracing the discomfort, clearly communicating the purpose behind the change, and finding strength in connection. Change is rarely easy, but by recognizing its challenges, articulating its purpose, and leaning on others, leaders can guide their teams through even the most turbulent times with confidence and empathy.
As you navigate your own journey through change, remember that you’re not alone. Reach out, connect, and keep the conversation going — because leadership, especially in times of change, shouldn't have to feel lonely.
