We are likely familiar with the sinking feeling we get in our stomachs when we’re sitting in a meeting and leadership announces changes. These changes will inevitably disrupt the flow we’ve worked so hard to establish. The one that allows us to comfortably do our jobs. Our first instinct, naturally, is to resist this change—and not because we don’t want it or know it’s necessary. We resist change because it creates anxiety. We cannot accurately predict what will happen next, and that makes us uncomfortable.
Change is inevitable. We get it, there are targets to hit, competitors to race with, and bosses to answer to. But let’s face it: change doesn’t happen by implementing new processes or the latest technology—especially when the ecosystem a team operates in isn’t ready to cultivate the change.
Change starts with the individual, their ecosystem, and the emotions they experience as a result of it.
The Heart of the Problem: Emotional Resistance to Change
Whether you’re leading a team that’s struggling to adapt to change, or facing an upcoming shift and want to ensure everything goes smoothly, the hurdles are often the same: resistance to change, lack of communication, and sometimes even a weak sense of leadership. These aren’t just logistical issues—they’re deeply rooted in the emotional experiences of your team members.
When change comes knocking, it’s natural for people to hesitate at the sight of the unknown. As natural as it may be, emotional reluctance to change leads to roadblocks in execution, a lack of support, and overall disengagement. As a leader, your job is not just to manage the change, but to create an environment where your team can embrace it, thrive in it, and even look forward to what’s next.
When clients approach us for change management support, our main focus is almost always not on the technicalities of the change. Instead, we hone in on the emotional experience of change. We help leaders develop the skills needed to not only manage change but to lead their teams through it in a way that feels supportive, empowering, and growth-oriented.
Addressing Emotional Resistance: Equipping Leaders and Teams to Embrace Change
By utilizing the Smart Growth Framework, leaders are empowered to foster a culture of adaptability. Our framework isn’t just about growth in the traditional sense; it’s about cultivating a mindset that understands and embraces the emotional journey that comes with change. It’s about providing leaders with the tools to build strong ecosystems within their teams — ecosystems that can turn the challenges of change into opportunities for innovation and progress.
At Disruption Advisors, we take a people-centric approach, defined by five fundamental beliefs, to support our clients through change management:
- A clear vision. Leaders must develop and execute a roadmap for change that aligns with organizational goals and resonates with their team’s values and emotions. This vision isn’t just about where the team is going, but how they’ll get there—together.
- Clear and consistent communication. Leaders must articulate the purpose and benefits of change, ensuring every team member understands the “why” behind the shift. This connection fosters understanding and, more importantly, buy-in from the team.
- Confident and supportive leadership. Leaders who believe in their ability to manage change and who demonstrate unwavering support for their teams can create a culture where change is not feared but embraced.
- A healthy ecosystem. Leaders must ensure their teams have the resources they need—not just the tools and training, but the emotional support required to adapt. When people feel supported, they’re more likely to engage fully with the change at hand.
- Proactive resistance management. Change is rarely met without some pushback, but leaders who approach resistance with empathy and a willingness to listen can transform reluctance into enthusiasm. It’s about addressing concerns early, understanding where they come from, and guiding the team through their emotional responses.
The Impact: Thriving Through Change
When leaders focus on these growth-oriented behaviors, the impact is profound. Teams are more likely to buy into the change, morale improves, productivity increases, and the overall implementation of change becomes more effective.
In a world where change is constant, change management is no longer about surviving change; it’s about harnessing the power of change so you never stop growing, innovating, or thriving. At Disruption Advisors, our approach to change management enables just that—it equips individuals with the skills they need to be able to face change, and the emotions that come with it, head on. Because we believe companies don’t disrupt, people do.
If your team is going through a period of change, or change is on the horizon, we’re here to help. Reach out today to learn more about what taking a unique approach to change management will do for your team.
