Leading Through Change, Part 1: Embracing the Inevitability of Change

Change is hard. The truth is, most people resist it. Whether personal or professional, people are wired to avoid the discomfort of stepping out of their routine. Why? Because sticking to "the way it’s always been done" feels safe, familiar, and less risky. But here’s the reality: Change is inevitable.

Maybe you won’t make the change, but someone will. And when they do, you may be left behind, watching from the sidelines. Change doesn’t wait for anyone. Whether you embrace it or not, the situation can spiral into chaos, turn into a crisis, and someone else may be brought in to lead through the storm. If you don’t act, you’ll end up on the curb while someone else takes charge.

The perfect time to effect change is now.

Why Change Is Necessary

Staying stagnant is not an option if you want to grow. Embracing change means avoiding complacency and staying ahead of the curve. It’s not about whether change will come but how you handle it when it does. Leaders who successfully navigate change know that waiting it out is a losing game. Those who cling to the status quo ultimately fall behind.

There are countless ways to drive positive change in an organization. Some leaders prefer to elicit buy-in from their workforce, slowly guiding them toward innovation. Others come in guns blazing, throwing a metaphorical grenade at the status quo to force rapid change. Both methods work, but knowing when to use which approach is critical. Sometimes, gradual change wins hearts and minds; other times, disruption is necessary to jolt an organization out of complacency.

The Killer of Innovation: The Status Quo

If you want to stifle progress, actively pursue the status quo. It’s the surest way to kill innovation. How many people do you know who are so committed to keeping things the same that they’ll metaphorically climb a tree to maintain it rather than stay on the ground and embrace change? It’s a familiar story. People become so comfortable in their routines that they’ll do whatever it takes to maintain them, even if it means missing growth opportunities.

As a leader, your job is to push beyond the status quo. You need to foster an environment where innovation is accepted and encouraged. And that takes leadership from the top down.

Leading Change Requires Leadership

“Change isn’t easy. People don’t like change.”

To successfully implement change—whether it’s a policy, a process, or a cultural shift—you need leadership from the very top. It requires clear messaging, strong buy-in, and an environment where people feel empowered to take ownership of the change process. This is not a one-off effort; it takes dedication, determination, and consistency. Remember, the status quo didn’t happen overnight and won’t go away overnight, either. The people who have been around for a while know how to outwait you if they sense you’re not fully committed.

The real question is: What makes you different as a leader? How will you earn the trust of your team and convince them that, this time, change is here to stay? Your credibility and ability to inspire trust are what will set you apart. Without them, even the best ideas can fall flat.

The First Step: Narrow Your Field of Vision

When faced with change, the first step is to narrow your field of vision. Start by clarifying your goals, setting a realistic timeline, and developing an actionable strategy. You can’t tackle everything at once, so you must identify your priorities and determine what needs to be done first. I find it helpful to keep a list of daily accomplishments to ensure that I meet my key priorities. It’s a small but powerful tool that reinforces my productivity and keeps me moving forward instead of falling into a holding pattern.

Here’s how you can focus your field of vision and stay on track:

• Define success: What does success look like for you in this situation? Be specific about the outcome you’re striving for.
• Create an action plan: Break down what needs to happen to achieve that success. What are the concrete steps?
• Check your perceptions: Make sure assumptions or emotions don’t cloud your view of the situation. Stay grounded in reality.
• Know your triggers: Identify the things that derail your focus. For instance, two of my biggest triggers are being ignored and having someone criticize a project I’m passionate about. When these happen, my instinct is to get defensive, but I’ve learned that I can’t let my emotions drive my decisions.
• Consider the impact of success: Too often, we focus on the idea of success without really thinking about how it will change our lives. Ask yourself, how will this success impact my day-to-day life and the lives of my workforce? Will it affect our work-life balance? Will it improve or strain relationships? Success can come with trade-offs, and it’s important to weigh them carefully.

Closing Thoughts

Change may be uncomfortable, but it’s essential. The leaders who embrace it, plan for it, and guide their teams through it are the ones who succeed in the long run. In this first step, remember to narrow your field of vision, focus on clear goals, and stay aware of your emotional triggers. Leading through change isn’t about avoiding discomfort but embracing it and using it as fuel for progress.

In the next article, we’ll dive deeper into the strategies for gaining buy-in from your team and fostering a culture of innovation that thrives on change.

About Gina L. Osborn

Gina L. Osborn is a former FBI Assistant Special Agent in Charge, former Chief of Safety for LA Metro, and recognized expert in security, crisis management, and leadership. With extensive experience combating international terrorism, cybercrime, and violent crime, she is committed to helping organizations develop effective, proactive safety strategies and shares lessons on authentic leadership, leading through chaos, crisis, and change, and rising to the top in male-dominated fields. To learn more, visit www.ginalosborn.com .