Embracing Change or Change Fatigue: Are We Getting Nowhere?

As an executive coach working closely with senior women and women of colour, I've seen first-hand the transformative power of embracing change. But lately, I’ve been wondering: are organisations genuinely embracing change, or are they just stuck in a cycle of change fatigue that gets us nowhere? Today, I want to challenge you to think deeply about this issue and its implications for women of colour in the workplace.

Change is inevitable in the dynamic landscape of the corporate world. It promises growth, innovation, and progress. But for women, especially women of colour, the reality often feels more perilous than promising. The "Broken Ladders" report by the Runnymede Trust (2023) reveals that despite numerous change initiatives aimed at promoting diversity and inclusion, women of colour still face significant barriers to advancement.

According to the report, women of colour are significantly underrepresented in senior positions. Only 1 in 20 senior leaders in the UK are women of colour, a stark contrast to their white male counterparts. The report highlights that these women are less likely to receive the first critical promotion to manager, often being left out of informal networks and mentorship opportunities. Systemic biases persist, making it harder for them to navigate organisational change effectively.

Despite these challenges, embracing change can lead to growth and learning, building resilience, and opening doors to new opportunities. However, embracing change is not without its challenges. According to a McKinsey & Company study (2020), approximately 70% of change initiatives fail, often due to resistance from employees. This resistance can be more pronounced among women and minority groups who face additional systemic barriers.

The fear of the unknown, compounded by existing biases and discrimination, makes embracing change a daunting task. Women often lack access to the informal networks crucial for navigating organisational change, further exacerbating the challenges they face.

The challenge of becoming an anti-racist organisation is a prime example of where early fatigue often sets in. Despite initial enthusiasm, many organisations see minimal change, leading to disillusionment. This fatigue often stems from the initial surge of effort not translating into immediate, visible results. As highlighted in the "Too Hot to Handle" report by BRaP and Roger Kline (2024), many organisations struggle to sustain momentum in anti-racism initiatives because the deep-rooted issues resist quick fixes. Are we merely scratching the surface with symbolic gestures, rather than implementing the profound, structural changes needed? This reflection invites us to question: are our actions truly effective, or are we mistaking activity for progress? How can we sustain momentum and ensure that our efforts lead to meaningful, lasting transformation?

Working as a consultant and coach, I have seen both individuals and organisations grapple with this reluctance to embrace change. The resistance often comes from a place of uncertainty and a lack of visible short-term benefits. It's essential to break down change into manageable steps and focus on identifying the key issues that when addressed, can build confidence, and demonstrate value over time.

When real change doesn't happen, the impact on minoritised individuals is profound and damaging. The lack of progress perpetuates feelings of exclusion, reinforces systemic inequalities, and diminishes trust in organisational leadership. Performative actions, such as symbolic gestures without substantive follow-through, only serve to highlight the disparity between rhetoric and reality, exacerbating frustration and disengagement among those who are most affected. Moving away from performative actions requires a deep commitment to transparency, accountability, and sustained effort in addressing the root causes of inequity.

To assist leaders in reflecting on their understanding of the issues and effectiveness of their change initiatives, consider these questions:

1.????Have I fully understood the unique and complex nature of the issues we are facing, or am I relying on outdated solutions that may not be applicable?

Reflect on whether your approach is tailored to the current problem or if you're defaulting to familiar but potentially ineffective strategies.

2.????What indicators or signs will tell me that our current change model is not working, and how quickly can we pivot to a new approach if necessary?

Consider the metrics and feedback mechanisms in place that can help identify when a change initiative is failing and how agile you are in responding to such insights.

3.????Who are the key stakeholders and diverse voices we need to involve ensuring our change initiatives are comprehensive and inclusive?

Reflect on whether you are engaging with all necessary parties, especially those who are directly affected by the changes, whose voices of the go unheard and who can offer valuable perspectives.

4.????Am I open to new and innovative solutions that may challenge my existing beliefs and practices, and how can I foster a culture of continuous learning within my leadership team?

Think about your willingness to embrace new ideas and how you can encourage your team to do the same.

5.??? What steps am I taking to actively listen to and incorporate feedback from different voices, and particularly from those who may be marginalised and most impacted by the changes?

Reflect on your mechanisms for gathering and acting on feedback from employees, listening to and hearing diverse voices, ensuring that the change initiative is informed by a wide range of insights.

Embracing Change

Embracing change is about seeing the potential within uncertainty. It's about recognising that each change brings with it a chance to grow, learn, and advance.

For senior women and women of colour, it's also about breaking down barriers and paving the way for others. As Maya Angelou famously said,

“We delight in the beauty of the butterfly, but rarely admit the changes it has gone through to achieve that beauty.”

Embracing change is our pathway to transformation and ultimate success.

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Let's challenge ourselves to think critically about our responses to change. Are we truly embracing it, or are we succumbing to change fatigue and getting nowhere? Share your experiences, strategies, and success stories in the comments. And if you found this article insightful, don’t forget to like, share, and subscribe for more tips on Leadership Unveiled

Stay empowered and keep embracing change!

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