Change is Hard: How to Win Over Your Team
Yesterday I wrote about why leaders need to speak both business and tech. Today, let's talk about something even trickier—getting your team to actually embrace change.
Look, announcing change is the easy part. Getting people to adopt it? That's where most leaders drop the ball.
I've seen brilliant strategies die in spreadsheets because nobody bothered to bring the team along for the ride. Whether you're a solo founder pivoting your approach or a CEO rolling out enterprise-wide transformation, the same principles apply.
Start with the "why." People don't hate change—they hate being blindsided by it. Skip the corporate speak. Tell them what's broken, why this fixes it, and what's in it for them personally.
Make it real. That shiny new strategy means nothing if Sarah in marketing can't see how it affects her Tuesday morning routine. Connect the dots between your big vision and their day-to-day reality.
Find your champions. Every team has those people who get excited about new things. Don't ignore them—arm them with information and let them become your unofficial ambassadors.
Actually listen. This isn't about "managing resistance." It's about making space for real feedback and being willing to adjust course when your team spots something you missed.
Celebrate the small stuff. When someone successfully uses that new tool or follows the updated process, make noise about it. Momentum builds on momentum.
The truth? Successful change isn't about perfect execution—it's about walking into the future together instead of dragging people kicking and screaming.
Trust isn't built through memos. It's built through showing up, executing, delivering, listening, and proving that this change actually makes their lives better, not just hits your KPIs.
What's the hardest change you've implemented? I'd love to hear your stories—both the wins and the face-plants. Drop a comment, give this a repost if it resonated, or reach out directly. Always happy to chat about the messy reality of leading change.
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