One of the biggest leadership myths is that people resist change.
In my experience, that’s rarely true.
People resist confusion. They resist poor communication. They resist feeling like decisions are happening around them rather than with them.
Throughout my career, I’ve worked alongside organisations navigating restructures, service transformation, operating model redesign, system reform and significant organisational change.
I’ve seen uncertainty affect even the most capable teams.
What I’ve also seen is that the leaders who navigate change best aren’t necessarily those with the best project plans.
They’re the leaders who remain visible. They communicate regularly. They acknowledge uncertainty without creating fear. And they create space for people to ask questions.
One of the most powerful phrases a leader can use during change is surprisingly simple.
“This is what we know today.”
Not what we hope. Not what we think. Not what might happen. Just what we know.
Then follow it with: “Here’s what we’re still working through.”
Those two statements create credibility.
People don’t lose trust because leaders don’t have every answer.
They lose trust when leaders pretend they do.
The Leading Through Others framework reminds us that leadership isn’t about eliminating uncertainty. It’s about helping people move confidently through it.
When leaders stay calm, communicate honestly and focus on what people can influence, they create stability even when circumstances remain uncertain.
This week, ask yourself:
How visible am I during change?
People don’t just listen to what leaders say during uncertainty, they watch what leaders do.
#Leadership #LeadingThroughOthers #ChangeLeadership #LeadingChange #LeadershipDevelopment #OrganisationalChange
Leave a Reply