Supporting Teams Through Organizational Change

Most change initiatives don't fail because of the change that's happening, they fail because of how the change is communicated. I've watched brilliant restructurings collapse and transformative acquisitions unravel… Not because the plan was flawed, but because leaders were more focused on explaining the "what" and "why" than on how they were addressing the fears and concerns of the people on their team. People don't resist change because they don't understand it. They resist because they haven't been given a compelling story about their role in it. This is where the Venture Scape framework becomes invaluable. The framework maps your team's journey through five distinct stages of change: The Dream - When you envision something better and need to spark belief The Leap - When you commit to action and need to build confidence The Fight - When you face resistance and need to inspire bravery The Climb - When progress feels slow and you need to fuel endurance The Arrival - When you achieve success and need to honor the journey The key is knowing exactly where your team is in this journey and tailoring your communication accordingly. If you're announcing a merger during the Leap stage, don't deliver a message about endurance. Your team needs a moment of commitment–stories and symbols that anchor them in the decision and clarify the values that remain unchanged. You can’t know where your team is on this spectrum without talking to them. Don’t just guess. Have real conversations. Listen to their specific concerns. Then craft messages that speak directly to those fears while calling on their courage. Your job isn't just to announce change, but to walk beside your team and help your team understand what role they play in the story at each stage. #LeadershipCommunication #Illuminate

Ever tried to change a tire while the car's still moving? That's what implementing organizational change can feel like for you and your team. We've all been there. 😅 Pushing through changes without a clear strategy, hoping sheer determination and long nights would be enough. But nope. The change initiative ended in confusion, resistance, or maybe didn't make it across the finish line before everyone abandoned ship. I've been there—from implementing organization wide learning programs to updating team policies. And let me tell you, without a roadmap, it's chaos. 🌪️ ---From Chaos to Smoother Sailing---- Enter the Knoster Model for Managing Complex Change. It's like GPS for navigating the treacherous waters of change management. This model has been hanging in my office for the last 10 years, serving as a visual cue to ensure I have all 5 elements covered before taking on change initiatives. ----Here's the Model---- Vision + Skills + Incentives + Resources + Action Plan = Successful Change 🔹 Vision: Where we want to go 🔹 Skills: What we need to know 🔹 Incentives: Why we should care 🔹 Resources: What we need to use 🔹 Action Plan: How we'll get there -----The Impact of Missing an Element---- 🚫No Vision? Confusion reigns 🚫Lacking Skills? Anxiety spikes 🚫Forget Incentives? Resistance grows 🚫Skimp on Resources? Frustration builds 🚫Skip the Action Plan? False starts abound Over the years, this model has become my diagnostic tool. When I hear confusion about where we're going or what we're trying to achieve, I immediately know I haven't been clear on the vision element. 🚩 It's like a red flag waving, telling me to step back and refocus on communicating our goals and business objectives. Similarly, when I notice people are confused about how they're going to meet the vision, it's a clear sign that I haven't properly set them up for success with the right skills. This realization always prompts me to pause and reassess where I can improve. 🔄 It's a simple framework and can also be used as a self-assessment tool. Now, it's your turn to put this model into action: Think about a change initiative you're currently planning or struggling with. Which of the five elements needs your attention most? Is your vision crystal clear? Are your team's skills up to par? Which element are you excellent at?

Organizational change isn’t just about new systems— It’s about people navigating uncertainty. And here’s the truth: Most disengagement doesn’t stem from resistance. It stems from confusion, fear, and feeling left out of the process. If you want your change effort to succeed, you must lead with engagement—right from the start. Here’s how high-trust leaders keep people connected during the turbulence: 🔹 1. Start with Empathy & Psychological Safety → Let people know their concerns aren’t a threat—they’re a resource. 🔹 2. Explain the “Why Now” Behind the Change → Share the business case, competitive landscape, and future vision. 🔹 3. Break Change Into Clear, Achievable Milestones → Visible progress sustains energy and reduces overwhelm. 🔹 4. Keep a Regular Communication Rhythm → Weekly touchpoints and transparent dashboards help reduce rumors. 🔹 5. Support Teams With Training and Tools → Equip them—workshops, coaching, and toolkits build capability. 🔹 6. Spotlight Early Adopters and Change Champions → Inspiration beats instruction when it comes from peers. 💡 Change doesn’t just need a rollout plan. It needs an engagement strategy. 📩 DM me “TRANSFORM” if your transformation journey needs a blueprint that puts people first—and keeps them engaged from day one.

🧠 Here's what a lot of leaders misunderstand about successful change. To overcome resistance, you've got to address stress. Research shows that when employees feel overwhelmed during organizational change, resistance naturally follows. The secret to smoother transitions lies in recognizing what your team needs at each phase. This infographic breaks down the four stages of change and shows exactly how to support your people through each one: ➡️ When first announcing change, provide reassurance and address rumors ➡️ During planning, offer context and acknowledge emotional responses ➡️ While implementing, maintain balance in your messaging and truly listen ➡️ After completion, recognize contributions to build confidence for future changes Effective change management isn't about pushing harder. It's about understanding deeper. What strategies have worked in your organization? 👇 📌📌📌Get 50+ of my best, brain-based resources for FREE & subscribe to my newsletter: https://lnkd.in/gsvzggqJ ____________________________ ♻️ Like and share this post #leadershipdevelopment #changemanagement #stressmanagement #organizationalpsychology #neurocoachinggroup

Only 43% of employees feel safe speaking their minds at work (Gallup). That silence isn’t just uncomfortable—it’s a barrier to change adoption. Most leaders focus on systems, processes, and KPIs. But lasting change depends on something more human: psychological safety. When people feel safe to learn, contribute, challenge, and belong, they don’t just survive change—they drive it. Here are 5 strategies to help you build that safety in your team: ✅ Active Communication ➜ When leaders are transparent and listen actively, teams feel heard and are more likely to engage in the change process. ✅ Manage Resistance ➜ By understanding the source of resistance, leaders can respond with empathy, reduce fear, and support adaptation. ✅ Celebrate Progress ➜ Recognizing early wins builds morale, boosts confidence, and reinforces the value of ongoing effort. ✅ Encourage Experimentation ➜ Safe teams embrace the uncertainty of change by testing ideas, learning quickly, and iterating without judgment. ✅ Check and Adjust ➜ Regularly reflecting and acting on feedback signals that learning and team input are valued. Lasting change starts with a culture where people feel safe to challenge, speak, and lead. Psychological safety isn’t just about comfort—it’s the key to successful change adoption. Which of these strategies are you applying in your team? Drop it in the comments below. 👇 ♻️ Reshare to help leaders make psychological safety part of the change process. ➕ Follow Morgan Davis, PMP, PROSCI, MBA for more actionable insights on operational excellence and organizational change.