Lead Change Like a Pro: Simple Strategies for Complex Times
Practical ways to help your team stay clear, confident, and connected through ongoing change
By Suzie Thoraval
“In the midst of movement and chaos, keep stillness inside of you.”
Change is a constant in every workplace. Whether it’s restructuring teams, introducing new technology, or shifting strategic priorities, people often struggle not with the change itself, but with how it’s handled. Poorly managed change creates confusion and erodes trust. Managed well, it becomes a natural part of progress.
Even practical adjustments can feel unsettling when people don’t understand the why, when, or what it means for them. And when change feels relentless, people lose their footing and find it harder to stay focused and effective.
This is where change management plays a vital role. It helps leaders plan thoughtfully and support their teams through uncertainty with clarity and care, building the foundation for adaptive stability.
Why Change Management Supports Adaptive Stability
Change management helps create the conditions where people can stay balanced and focused, even when their environment shifts. This is the foundation of adaptive stability—a state where individuals and teams maintain clarity and effectiveness through ongoing transition.
Leaders who foster adaptive stability invite diverse perspectives, create space for honest dialogue, and support their teams to navigate uncertainty together. They pay attention to both the practical and emotional impacts of change, helping people stay engaged and steady without becoming overwhelmed.
By applying thoughtful change leadership practices, leaders guide their teams to adjust with confidence and continue performing well, even as the landscape evolves.
Practical Approaches to Strengthen Stability Through Change
John Kotter’s 8-Step Process remains a well-recognised framework for leading structured change. It helps leaders:
Create Urgency – Communicate why the change matters now.
Build a Guiding Coalition – Bring influential supporters together.
Form a Clear Vision – Define the direction and key actions.
Enlist a Volunteer Army – Engage people across the organisation.
Remove Barriers – Clear obstacles that hinder progress.
Generate Short-Term Wins – Celebrate early successes.
Sustain Momentum – Keep initiatives moving forward.
Institute Change – Embed new behaviours into the culture.
While valuable, Kotter’s model reflects a more linear, top-down approach that doesn’t always match today’s fast-moving, constantly evolving environments.
Modern change is continuous, requiring leaders to stay adaptive, involve people at all levels, and remain open to learning as they go. Informal networks and trusted peer relationships often play a critical role in sustaining engagement.
Many organisations now apply more adaptive approaches focused on:
Continuous Learning and Adjustment – Viewing change as an ongoing journey requiring regular review.
Shared Ownership – Involving people at all levels to shape and refine solutions.
Flexible, Iterative Strategies – Using agile principles to test, learn, and adjust in real time.
Models of change are most effective when applied flexibly and paired with leadership practices that prioritise listening, experimentation, and accountability. Success comes not from rigid plans but from developing leadership habits that build trust, sustain momentum, and help people navigate ongoing change with clarity and confidence.
The Science Behind Successful Change
Strong change management significantly improves the success of initiatives. Prosci’s global research found that projects with dedicated change management practices are six times more likely to meet or exceed their goals.
Neuroscience also offers important insights. Dr David Rock’s SCARF model (Status, Certainty, Autonomy, Relatedness, Fairness) explains how change can affect people’s sense of security and control. Leaders who communicate openly, involve people in decisions, and acknowledge concerns reduce the natural resistance that often accompanies uncertainty.
This reinforces why adaptive, people-centred approaches to change are key to successful transitions.
Leadership in Action: Patagonia’s Steady Approach to a Historic Shift
In 2022, Patagonia’s founder Yvon Chouinard made headlines by transferring the company’s $3 billion ownership to a trust and nonprofit dedicated to protecting the planet. This decision reflected decades of leadership grounded in purpose and long-term thinking.
Patagonia prepared carefully for this transition by:
Communicating openly with employees before the public announcement
Reassuring staff that day-to-day operations and roles would remain stable
Explaining the new ownership structure clearly and simply
Creating open forums for staff to ask questions and share concerns
This thoughtful approach was about sustaining trust and alignment through change. Patagonia showed how adaptive stability works in practice by staying true to its values and supporting its people to remain connected and confident during one of the most significant moments in the company’s history.
Reflect on how you’re leading change
If you’re leading or preparing for change, consider:
What’s the story I’m sharing about this change, and does it align with what matters most to people?
Where might people be feeling uncertain, and have I addressed those concerns openly?
Am I creating space for genuine feedback, or am I only sharing updates?
What small experiments could we try to explore new ways forward before committing to large-scale change?
These prompts help you stay connected, encourage shared ownership, and respond thoughtfully as circumstances evolve.
Final Thoughts
In today’s fast-moving environment, change is rarely a one-time event. It’s a continuing reality. Leaders who stay present, responsive, and connected to their people create the conditions for adaptive stability - a space where people remain clear, focused and confident, even as things evolve.
While frameworks like Kotter’s 8-Step Process provide valuable structure, success today depends on blending these models with leadership practices that value learning collaboration and flexibility.
This is how leaders can support their teams to stay grounded and focused—even in the midst of ongoing uncertainty. This is the heart of adaptive stability—supporting people to move through change with clarity, resilience, and a steady sense of purpose.
As you plan your next steps, ask:
How can I lead with a calm centre, helping people feel supported and ready for what’s ahead - no matter how often the landscape shifts?
