Leading Your Team Through The Uncomfortable Conversation: Change

Change is inevitable in any workplace, whether it comes in the form of new policies, processes, restructuring, or shifts in company goals. Yet, as necessary as change might be, it is often accompanied by discomfort and resistance from employees. As a leader, one of the most challenging tasks is having that difficult conversation about change with your team.

Here are some suggestions for having the uncomfortable conversation about change:

1. Acknowledge the Discomfort

First, acknowledge that change can be unsettling. People are creatures of habit, and when we are asked to do things differently, many may feel anxious, overwhelmed, or even resentful. It’s important to address these emotions head-on. Let your team know that you understand this might be difficult for them and that their feelings are valid. This acknowledgment will build trust and set a tone of empathy for the discussion.

By showing empathy, you create a safe space where team members feel more comfortable expressing their thoughts, questions, and worries. By the way, make sure you have addressed your own issues of discomfort with the proposed change(s), with a trusted peer, manager and/or a coach.

2. Explain the Why

One of the biggest reasons people resist change is that they don’t understand why it’s happening. Without clear communication, team members may fill in the gaps with their own (often negative) assumptions. To avoid this, be transparent about the reasons behind the change. Explain the broader context, whether it’s to stay competitive, streamline processes, or respond to external factors. Share the company’s vision and how the change fits into the long-term goals.

Providing a clear rationale helps employees see that the change isn’t arbitrary—it’s a necessary step for growth or improvement. It can also help them to understand the stakes and feel more invested in the outcome.

3. Listen and Encourage Feedback

After delivering the message, shift the focus to your team. Allow space for their reactions, questions, and concerns. It’s crucial to listen actively and acknowledge what they’re saying without dismissing their concerns. Sometimes, employees just need to be heard. Listening demonstrates respect for their opinions and creates a sense of inclusion in the change process.

You can invite feedback by asking: “What are your thoughts on this change? Do you have any concerns or ideas about how we can make this transition smoother?"

Encouraging feedback empowers your team to feel involved and gives you valuable insights into their concerns. It also helps you identify potential obstacles early on, so you can address them before they become larger issues.

4. Offer Support and Guidance

Change can feel overwhelming, especially when it requires new skills or adjustments to workflows. Make it clear that you’re there to support your team throughout the transition. Offer resources, training, or mentorship to help them navigate the change more easily. When employees feel supported, they are more likely to embrace the change and work toward its success.

5. Lead by Example

Your attitude toward the change will set the tone for the rest of the team. If you approach it with optimism, adaptability, and a problem-solving mindset, your team is likely to follow suit. Be transparent about your own challenges or uncertainties, but frame them in a positive, solution-oriented way. This not only humanizes you as a leader but also shows that it’s okay to have concerns AND still move forward.

Michele Aikens is CEO and Lead Coach of Clear Sight Coaching & Consulting, Inc. We help leaders and their teams embrace change with courage, compassion and clarity. Contact us here if we can serve your leaders or teams.