Healthy Habits for High Performing Leaders: Embracing Change as a Leadership Imperative

Change is a constant in the workplace. Yet, no matter how often it happens, leaders and teams struggle to adapt. Effective leadership requires leading by example, demonstrating an openness to new ideas and perspectives, and being willing to take risks and get people to do things they sometimes would rather not do.

I remember a time when I went deep-sea fishing. The waves were relentless, and before long, I was feeling seasick. All I wanted was for the boat to stop rocking, but that wasn’t an option. Even if the captain stopped the boat, the rocking would continue. The only alternative was to abandon the trip, something I wasn’t prepared to do.

Organizations face a similar situation when dealing with change. People naturally want to “get off the boat” when the seas get rough. But the reality is that change isn’t something you can escape. Instead, you need to embrace and adapt to it. If you resist, your organization risks stagnating or, worse, sinking. So, as a leader, you need to take your seasickness pill and steer your team through the waves, even when it’s uncomfortable.

Change Starts at The Top

The first step to leading your team through change is managing your relationship with it. You can hardly expect your team to embrace change if you’re not entirely on board yourself.

So, how can leaders shift their mindset and get comfortable with change before asking their teams to jump in?

Understanding your reaction to change is essential, as it’s influenced by the scale of the change, whether you perceive it as a positive shift, and your unique personality style. If the change feels gradual and beneficial, you’ll likely embrace it more quickly, whereas sudden or negative changes can trigger resistance.

Additionally, personality plays a key role—some people naturally thrive on change, while others prefer stability. From a DISC perspective, responses vary by profile. For instance, leaders with a dominant “D” style in the DISC framework tend to be more receptive to change when they are the ones driving it. However, they often exhibit resistance when the change is imposed upon them.

Recognizing how these factors shape your response can help you manage your reactions and better guide your team through transitions.

It is also important you ask enough questions to make sure it’s very clear why the change is being implemented and the potential benefits of the change.

Three Things Leaders Can Do to Adopt a Healthy Change Mindset

It all starts with your mindset. When I was younger, I would avoid talking or thinking about change because I didn’t want to accept it. That kind of resistance can be paralyzing and only holds you back. To adopt a healthier mindset toward change, here are a few things you can do:

• Let go of the past – Our comfort zones often feel safe, and the temptation to stay in them is strong. We convince ourselves that the current way of doing things isn’t all that bad. You must be honest and ask yourself, “Is my comfort zone truly as comfortable as I think?” If you look at it objectively, the answer often is that the “comfortable” situation keeps us stuck.
• Focus forward: Look six to twelve months into the future and ask yourself: What’s possible if we embrace this change? Take note of all the opportunities it could bring: a stronger team dynamic, streamlined processes, or increased market share. At the same time, consider what might happen if you resist the change. What are the consequences of staying put? Looking at both sides of the equation will help you see that moving forward is the only viable option.
• Change the way you envision your future. We tell ourselves stories about how great things are now against a picture of a gloomy future filled with uncertainty and struggle. Change feels daunting when we’re stuck idealizing our current situation. Instead, reframe your thinking to visualize a future where the change leads to better outcomes, greater satisfaction, and new possibilities. This mindset shift makes taking the first step a lot less intimidating.

How Can Managers Work with Teams to Accept and Embrace Change?

An astonishing 70% of organizational change initiatives fail outrightly or fall short of their objectives, often due to a critical misstep. Leaders announce changes and expect everyone to be on board without real dialogue or involvement. This top-down approach can leave teams feeling disconnected and resistant. To increase the chances of success, leaders must do more than communicate the change; they need to engage with their teams and bring them along for the journey. Here’s how:

Communicate Early and Clearly

When people grasp the big picture, they’re more likely to get on board. The sooner you start communicating the change and the “why” behind it, the better. Help your team understand the purpose of the shift and the outcomes you’re working towards to create a stronger buy-in and urgency for the change.

Respect Resistance and Encourage Open Dialogue

Change is hard. Our brains are hardwired to resist change — it’s human nature. Instead of getting frustrated, allow your team time to get used to the idea of change and the opportunity to express concerns, ask questions, and share their frustrations. Encourage open dialogue by being an active listener and connecting with your team on a human level. People are more likely to embrace change when they feel heard and included. By respecting your team’s hesitation and creating space for honest discussion, you give them space to process and eventually accept the change.

Involve Them in the Process

No one likes feeling like change is being “done” to them. Even if your team doesn’t have control over why the change is happening, they can be part of the how. Give your team some autonomy by involving them in the implementation process. When people have a say in how things get done, they feel more ownership and less resistance. Plus, they often have valuable insights to make the change more effective.

Recognize Individual Needs

While you can’t control how your team reacts to change, you can stay attuned to their feelings and offer the proper support. Each person will respond differently based on their personality and tolerance for change. Some may have already embraced the shift, while others may still be adjusting or resisting, so understanding where your team members are allows you to tailor your support and effectively guide them through the transition.

Manage Relationships Carefully

Your team is the engine behind any successful change. Using the excuse “I don’t have time” to avoid meaningful engagement that fosters a supportive environment for change sets the initiative up for failure. While it takes time to help the team develop a sense of ownership and commitment to the plan, the payoff is far greater than the cost of a change effort that fizzles out because people are not brought along.

Leading Change is Difficult for Leaders

Leading change is undeniably one of the toughest challenges for any leader, and most organizations struggle with it at some point. With the right mindset and the right tools, leaders can inspire their teams to thrive more effectively through change.

If you have any questions or need support to ensure the success of your change initiatives, explore how our leadership programs can equip your managers and leaders with the skills to drive successful change, putting you in the 30% success rate. Contact us today to get started.