Change Is Messy—And That's the Point

Most leaders treat change like a straight-line journey: set a goal, get the team on board, and drive forward. Simple, right? However, in reality, change is not a clear highway; it's more like a winding road filled with detours, potholes, and unexpected turns. What's worse, your passengers (aka your team) might not even know why they are on this ride in the first place. Sounds familiar??

Let's get real— Change doesn't fail because of flawed strategies or lack of resources. More often, it is because the people driving the change don't feel like they are part of it. They are not connected to the why. We tend to assume that if we clearly lay out the vision, everyone will automatically jump on board. But here is the catch: People don't resist change; they resist being changed.?

Before rolling out that big new initiative, flip the script. Instead of thinking, "How do I get people to follow this change?" ask, "How can I involve them so deeply from the start that they'll feel like they own this change?" It's not about creating buy-in; it's about creating belonging.?

Fresh Ideas to Humanize Change from the Start:?

1. Reverse the usual roles: Before even announcing a change, gather your team and ask them what they think are the biggest challenges and opportunities in the current situation. Let them play the role of "initiator" for a moment. You might be surprised to see how their perspectives differ from your own. When people feel heard before anything is decided, they're more likely to own the journey.?
2. Create a 'Pre-Mortem' Culture: Instead of waiting to solve problems after they arise, encourage your team to imagine that the change has already failed. Ask them to list all the reasons why it might have gone wrong. This quirky, almost cynical exercise creates a safe space for team members to voice concerns early, paradoxically building confidence in the initiative's chances.?
3. Story swap sessions: Have you ever noticed how personal stories make people open up in ways that data-driven presentations never do? Kick off the change process by having team members share personal stories about a time they navigated change, whether at work or in life. This isn't just about bonding; it's about letting everyone see the messy, human side of change as an everyday experience. Oh and start by sharing yours! Suddenly, adaptation doesn't seem like such a giant leap.?
4. Normalize uncertainty: Most leaders feel the need to appear as though they have all the answers, but that's precisely what makes change so intimidating for others. Try this instead: Be openly curious. Use phrases like, "I don't have all the answers yet" or "Let's figure this out together." When you normalize uncertainty, you allow your team to lean into the unknown without fear.?
5. Ditch the grand announcements: Avoid the dramatic "all-hands" meeting where you unveil the change as if it's a done deal. Instead, treat the initial phase as a quiet, ongoing conversation. Imagine you're planting seeds in a garden rather than launching fireworks. Let ideas grow organically through smaller discussions and involve people in shaping the specifics before anything goes public. This way, the change feels like something emerging from within the team rather than being imposed from the top.?
6. Celebrate micro-wins immediately: In the world of change, prominent celebrations are usually reserved for the end. But here's the truth: the brain's reward system thrives on immediate feedback. Break down the change into micro-steps, and celebrate those mini-milestones from the get-go. This keeps the team motivated and makes progress feel tangible, even when the destination is still far off.?

Remember what leadership expert Simon Sinek said, "People don't buy what you do; they buy why you do it." If you can connect your team to the deeper why behind the change—not just the business rationale but the human story—you transform the process from something they're forced to accept into something they choose to be a part of.?

Change doesn't stick when imposed; it sticks when it's believed in. So, the next time you're driving change, don't just focus on where you're headed—focus on how you make the team feel along the way. Make the journey theirs to own, and watch the magic happen.?