It’s often said that people don’t like change, but I don’t believe that’s entirely true. Change is a constant—sometimes subtle, like the natural passage of time, and sometimes disruptive, like major life or organizational transitions. What I’ve learned as a leader is that during periods of change, people naturally enter what I call “searching behavior.” This is a state of heightened uncertainty where they try to gather as much information as possible to determine whether the change will be positive, neutral, or detrimental to them.
As leaders, this is a critical moment to serve. The first step is acknowledging the change openly and honestly. Don’t soft-pedal it or pretend it might not happen if you know it’s coming. People deserve the truth. Saying “We’ll see” when the path ahead is clear only breeds distrust. Instead, address the reality head-on: “Yes, this is a change, and here’s what we know about it.” By doing this, you give your team permission to process what’s happening.
Next, listen—really listen. Be empathetic, not defensive. Resist the urge to rush in with solutions or reassurances. Instead, hear your team’s concerns and questions. Start with: “How are you feeling about this?” Your role here isn’t to fix everything immediately; it’s to create space for people to process the change. Then, ask if you can walk this journey with them: “Can we explore this together and figure out how it will impact you?” This collaborative approach shows respect for their perspective and reinforces that they’re not facing this change alone.
While it might be tempting to focus on the positive aspects of the change right away, tread carefully. Jumping into sunshine and rainbows too early can make you seem out of touch with their concerns. Instead, empathize first: “I can see why this feels challenging. Let’s look at it step by step.” Once you’ve acknowledged their feelings, start providing clarity. Share the details of the change—why it’s happening, when it’s happening, and how it will unfold. Be specific and transparent: “Here’s what’s going to be different, and here’s what we’re doing to address it.”
During my time at GHSP, we faced one of the most significant changes in the company’s history: transitioning from a metal stamping manufacturer to a high-end electronics company. This wasn’t a
minor adjustment—it was a complete overhaul of our business model and the skills our employees had spent decades mastering. We knew this change was disruptive, but we also knew it was necessary for the long-term survival of the business.
Our approach started with honesty. We didn’t sugarcoat the fact that this change would impact everyone. But we also didn’t leave them to navigate it alone. We spent a lot of time helping people understand the “why” this was happening. While we spent a ton of time on the explanation, we more importantly quickly partnered with a local community college to design a comprehensive skills training program. Employees weren’t just participants—they were co-creators. They helped design the program, became trainers themselves, and developed a sense of ownership in the process. We used downtime during equipment transitions to provide training, ensuring that the change felt as manageable as possible.
This wasn’t easy—it required a lot of hard conversations and a commitment to walking the path together. But by being transparent, listening empathetically, and investing in their growth, we were able to transform fear and uncertainty into trust and progress.
Change is never easy, but it’s also unavoidable and it’s also fair to say you won’t win on all the changes. Sometimes change has to happen and its not fun. As leaders, the way we serve during these moments will define our relationships with our teams. By acknowledging the reality of change, listening deeply, and working through the transition together, we can do what is possible to turn uncertainty into an opportunity for growth and success—for individuals, teams, and organizations. Leadership during change isn’t about having all the answers—it’s about serving your people and ensuring they feel supported every step of the way.