The workplace is being reshaped by hybrid models, AI, skills disruption and a growing focus on wellbeing (FT Longitude). These forces have created what many leaders describe as “permanent change mode”.
We love to repeat the idea that “people hate change”. In reality, most of us don’t hate change at all. We hate feeling unsettled, unsure or unsupported while someone else pushes the change onto us. A recent 2025 report from Gartner found that only 32 per cent (32%) of leaders actually get people to adopt change in a healthy, sustainable way.
Resistance is rarely about the team being difficult. More often, leaders are wrestling with their own fears before they ever ask anyone else to move. Many leaders are scared to let go of habits that make them feel in control. Some worry the new way might expose gaps in their confidence or competence. When leaders resist change, even silently, the whole organisation senses it.
Leaders say their team won’t embrace new tech, new processes or new ways of working. When asked what they’ve done to explore the change themselves, the answer is usually, “I haven’t had time.”
That’s the real issue.
People don’t follow what leaders say. They follow what leaders do. If a leader holds back, the team holds back. If a leader is willing to learn out loud, the team steps forward too.
The myth of the “change-resistant team”.
When teams push back, it’s rarely because they’re being awkward. It’s usually fear in disguise.
“I don’t know what this means for me.”
“I’m worried I won’t be good enough.”
“I’m not sure this will last.”
You shift that mindset by being honest, curious and human. You shift it by going first. When people feel supported instead of judged, they stop resisting and start engaging. Instead of announcing, “We’re changing how we work, please get on board,” a leader might say, “I’m getting used to this change too. I’ve already stumbled a couple of times, but here’s what helped me. Let’s figure it out together.”
That one moment of honesty lowers everyone’s shoulders and makes the change feel safer, not scarier.
What actually helps people move through change?
A lot of leaders overcomplicate change. They design bold plans, new systems and clever strategies. Healthy change starts with behaviour, not process. It starts with leaders modelling the mindset they want others to adopt.
Here are three simple, practical actions leaders can take to help their teams move through change with less fear and more energy.
1. Narrate your learning, not your perfection
People don’t expect leaders to have all the answers. They expect honesty.
If you’re learning something new, say it out loud.
If you’re experimenting, say it out loud.
If you’re unsure, say it out loud.
When leaders narrate their own learning, the team sees that progress matters more than perfection. This reduces fear and signals that mistakes are part of the journey.
2. Give people clarity early, even if it’s incomplete
Most resistance comes from people not knowing what change means for them. Leaders often wait until they have every detail worked out, but teams need clarity far sooner.
Share what you know now.
Share what you don’t know yet.
Share when they’ll get an update.
Clarity calms people. It stops people from filling in the gaps with worst-case scenarios.
3. Reduce friction, not morale
Change is tiring. Small obstacles make it even harder. Remove the friction points that drain energy, like unclear expectations, confusing processes or too many priorities.
A leader’s job in change isn’t to push harder. It’s to make movement easier.
Change doesn’t start with a plan.
Healthy change begins with leaders who are willing to model curiosity, honesty and flexibility. When leaders grow, the business grows.
When leaders stop rescuing people and start trusting them, ownership finally shows up. People stop waiting for permission. They stop protecting their comfort zone. They start building confidence instead of hiding behind fear. Change doesn’t start with a strategy document. It starts with a mirror.
Bio:
Angela Hodgson is the High-Performing Team Strategist and founder of Ignite Improvement Ltd. She helps business leaders build teams that thrive through change while avoiding burnout.
https://igniteimprovement.co.uk
