Change is everywhere. It shapes the way we work, live, and connect. For some, it’s an exciting opportunity, for others, it’s a source of stress and uncertainty. Change can be hard, whether it arrives as a sudden disruption or a subtle, continuous shift. As change becomes more frequent and less predictable, businesses must focus on the human side of transformation to navigate its complexities and embrace its potential. As we head into 2025, the question isn’t whether change will happen but how we can help people thrive through it.
Big Change vs. Constant Change
- Big change represents the one-off, significant transformations that dominate the corporate narrative. It’s visible, structured, and disruptive – think mergers, acquisitions, or the implementation of enterprise-wide systems. These changes demand structured change management approaches to guide people through the process.
- Constant change, on the other hand, is less obvious but no less impactful. It’s small, continuous, and woven into the very culture of a business. Rather than relying on formalised plans, this type of change requires an adaptive mindset – a willingness to embrace ambiguity and respond with resilience and creativity.
The Challenges of Ambiguity
One of the greatest hurdles of continuous change is ambiguity. Leaders and employees alike grapple with uncertainty about the future, unclear priorities, and shifting roles. Ambiguity often triggers resistance, stress, and disengagement. To navigate this successfully, businesses must focus on the human side of change.
The Emotional Side of Change
The SARAH model – Shock, Anger, Resistance, Acceptance, Healing – offers a valuable framework for understanding the emotional responses people experience during change. Recognising and addressing these emotions is critical to helping individuals move from resistance to acceptance. Ambiguity can amplify these emotional responses by creating uncertainty and stress.
To address these emotions effectively, create an environment of ongoing support and open communication. Encourage regular check-ins where individuals can express their feelings and concerns. Providing consistent clarity about organisational goals and changes, even when specifics are still evolving, can help reduce resistance and uncertainty. Practical support, like ongoing training and coaching, empowers individuals to handle change as it unfolds. Leaders should demonstrate continuous empathy and patience, acknowledging that everyone processes change at their own pace, especially when it feels unending.
A Simple Framework for Navigating Change
When navigating change, the key to success lies not so much in the strategies and systems but in the people. It can be helpful to focus on these three elements:
Head: Provide employees with the logical understanding they need to make sense of continuous change. Clearly communicate the “why” behind decisions, connect changes to broader organisational goals, and offer clear steps to move forward. Helping individuals see the bigger picture creates alignment and reduces uncertainty.
Heart: Address the emotional and personal aspects of change. Acknowledge not only fears and uncertainties but also highlight “what’s in it for me” for each team member. Building psychological safety ensures people feel valued and heard, encouraging emotional investment and engagement.
Habit: Support individuals in embedding new behaviours and processes into their day-to-day work. Ensure change feels manageable by breaking it into small, actionable steps, and offer tools or practices to make adaptability part of routine operations.
This Head, Heart, Habit approach ensures that continuous change becomes a sustainable part of organisational culture. By addressing both the practical and emotional dimensions of change, businesses can create a resilient workforce ready to embrace whatever comes next.
A New Era of Change
As businesses continue to face both significant transformations and ongoing evolution, the ability to manage change effectively will define their success. By focusing on the people side of change, addressing emotional and behavioural responses, and building a culture of adaptability, organisations can navigate change and thrive within it.
Leaders play a crucial role in creating a culture that normalises adaptability and resilience. By modelling transparency, encouraging open communication, and offering continuous learning opportunities, they enable teams to thrive in constant change.
One way we support leaders through change is with the Ascend Leadership Programme. Ascend equips new senior leaders with the skills and resilience to lead through both episodic and continuous change. By focusing on strategic thinking, adaptability, and emotional intelligence, Ascend prepares leaders to navigate ambiguity and inspire their teams through transformative times.
As you reflect on your organisation’s journey through change, consider:
❓Are you prioritising the human experience?
❓Is your culture ready to embrace change as a constant rather than an exception?
Let’s Tackle These Challenges Together
At Willow & Puddifoot, we’re passionate about helping businesses overcome these common people challenges. Whether you’re looking to develop stronger leaders, improve employee wellbeing, or strengthen team dynamics, we’re here to support you every step of the way.
Check out our website at willowandpuddifoot.com to explore how we can help your organisation thrive.
About the Author
Louise Puddifoot is the founder of Willow & Puddifoot, a training provider for those seeking transformative learning and development experiences. With a vibrant learning and development career spanning over two decades, Louise’s expertise lies in leadership and management development. She is passionate about enabling potential and catalysing growth in individuals and businesses alike.