Written by Gilles Varette, Business Coach
30 years experience in Leadership: NCO in a paratrooper regiment in his native France, leading a global virtual team for a Nasdaq-listed company, Board stewardship, Coaching, and Mentoring. Gilles, an EMCC-accredited coach, holds a Master’s in Business Practice and diplomas in Personal Development and Executive Coaching, as well as Mental Health and Well-being.
Did you know that 70% of change initiatives fail due to employee resistance and lack of management support (2025)? The key to success isn’t just strategy; it’s adaptability at all levels. In today's ever-changing workplaces, adaptability is key to navigating transitions successfully. The article "Thriving Through Change" explores how leaders, employees, and managers can collaboratively embrace change to foster growth and resilience. By emphasizing open communication, emotional intelligence, and proactive engagement, organizations can turn challenges into opportunities, ensuring collective success in an evolving world.
As competition intensifies, flexibility and innovation will become increasingly critical. CEOs of the future, be warned: life at the top will become even tougher over the next five years as customers, competitors, shareholders, and employees all exert greater demands on private and public organizations. This insight, drawn from a 2005 Economist Intelligence Unit research program, remains strikingly relevant today.
The research, which explored the business landscape of 2010, emphasized that how companies operate will often be more important than what they do. As noted in "Thriving Through Change," adaptability and open communication are key to navigating transitions successfully. Leaders must foster resilience and emotional intelligence to align teams with the organization's vision, while employees should embrace a growth mindset and stay proactive in the face of change.
Key challenges leaders face
One of the biggest hurdles in managing change is overcoming resistance. Employees may fear the unknown, worry about job security, or struggle with shifting responsibilities. Leaders must address these concerns while maintaining team morale and productivity. However, employees, too, should take ownership of their roles in the evolving workplace. Clinging to outdated methods or resisting progress can hinder both personal and organizational growth.
Successful leadership during change often hinges on proactive engagement. For example, during a major corporate merger, an executive who transparently communicated updates and involved employees in decision-making fostered a smoother transition and higher engagement. At the same time, employees who took the initiative by upskilling and embracing new workflows positioned themselves for success rather than uncertainty. Such examples highlight how intentional leadership and proactive employee engagement can transform uncertainty into opportunity.
Strategies for leading through change
1. Foster open communication
Clear, honest, and frequent communication helps dispel fears and align teams with the organization's vision. Encourage two-way dialogue where employees feel heard and valued.
Town halls, Q&A sessions, and anonymous feedback channels can be powerful tools for engagement. At the same time, employees should seek clarity and contribute constructively to discussions rather than passively waiting for directives.
2. Prioritize emotional intelligence and team buy-in
Adaptive leaders recognize the emotional impact of change. By demonstrating empathy, acknowledging concerns, and validating emotions, leaders build trust. Engaging employees in the change process, rather than imposing top-down decisions, increases buy-in and commitment. Employees, in turn, must also engage in self-reflection, recognize their resistance to change, and take steps to adapt rather than expecting leadership to do all the heavy lifting.
The role of line managers in change
Line managers act as a bridge between senior leadership and employees. Their role is pivotal in executing change strategies and maintaining team morale. To lead effectively during transitions, line managers should:
Translate strategy into action: Help teams understand the bigger picture and how change impacts their work.
Support and motivate teams: Address concerns, provide reassurance, and recognize individual contributions.
Encourage skill development: Facilitate learning opportunities that help employees adapt to new challenges.
Lead by example: Demonstrate adaptability, resilience, and a positive approach to change.
The role of employees in change
Employees play a crucial role in ensuring successful transitions. Change is not solely a leadership responsibility; it requires active participation at all levels. To thrive in evolving workplaces, employees should:
Embrace a growth mindset: Adaptability and willingness to learn are key to navigating change effectively. As conceptualized by Carol Dweck (2017), a growth mindset encourages employees to view challenges as opportunities for development rather than threats. By focusing on effort and progress, employees can cultivate resilience and embrace new responsibilities, fostering a more adaptable and innovative workplace.
Be proactive: Seek opportunities to upskill, attend training programs, and stay ahead of industry trends.
Communicate openly: Share concerns, ask questions, and contribute to solution-oriented discussions.
Stay flexible: Change often requires adjusting to new roles, responsibilities, and ways of working; embracing flexibility ensures smoother transitions.
The emotional impact of change
Leaders who are adaptive understand the emotional impact of change. Having recently experienced redundancy, I understand firsthand how unsettling and challenging such transitions can be. By demonstrating empathy, acknowledging concerns, and validating emotions, leaders build trust and create an environment where employees feel supported. For employees, engaging in self-reflection and recognizing personal resistance to change is crucial. My experience has taught me the value of staying proactive and seeking opportunities for growth, even in the face of uncertainty.
Suggestions for thriving through change
To navigate change effectively, consider the following suggestions:
Promote open communication
Leaders: Implement regular town halls or QCA sessions to keep employees informed and engaged. Transparent communication helps alleviate anxiety and fosters trust.
Employees: Actively participate in discussions and seek clarity on changes affecting your roles. Expressing your concerns openly can help address emotional uncertainties.
Encourages emotional intelligence
Leaders: Show empathy and validate employees' concerns to build trust. Recognize that change can be emotionally taxing and provide support systems to help employees cope.
Employees: Engage in self-reflection to understand and address personal resistance to change. Acknowledge your emotions and seek support from colleagues or mentors.
Foster a growth mindset
Employees: Embrace learning opportunities and stay updated on industry trends. View change as a chance for personal and professional growth rather than a threat.
Line managers: Facilitate training programs and encourage continuous skill development. Recognize and reward efforts to adapt and learn.
Lead by example
Line managers: Demonstrate adaptability, resilience, and a positive approach to change. Your attitude can significantly influence your team's morale and willingness to adapt.
Employees: Show flexibility and a positive attitude towards new responsibilities and workflows. Your proactive engagement can inspire others.
Develop a personal change leadership plan
Leaders: Reflect on past challenges, set clear goals, and establish transparent communication strategies. Include emotional support as part of your leadership plan.
Employees: Stay informed about organizational shifts and invest in continuous learning. Prioritize self-care and emotional well-being during transitions.
Build a support system
Leaders: Collaborate with mentors or peer leaders to navigate challenges collectively. Create an environment where emotional support is accessible and encouraged.
Employees: Seek support from colleagues and contribute to a culture of continuous improvement and mutual support.
Call to action
Change is inevitable, but strong, adaptable leadership can turn it into a catalyst for growth. Identify past challenges and analyse how they were handled.
Set clear leadership goals for future transitions.
Establish communication strategies that foster transparency.
Build a support system of mentors or peer leaders to navigate challenges collaboratively.
Similarly, Line managers should take a proactive stance by supporting both leadership initiatives and employee engagement:
Align team objectives with the organization's vision.
Communicate effectively to reduce resistance and uncertainty.
Foster a culture of continuous improvement and adaptability. Employees should take responsibility for their adaptability:
Stay informed about industry trends and organizational shifts.
Invest in continuous learning and skill development.
Keep an open mind and actively seek ways to contribute during transitions.
Change is constant but strong. Adaptable leadership can turn it into a catalyst for growth. At
the same time, employees and line managers who take ownership of their roles in change will find themselves not just surviving but thriving. How will you lead and adapt through change?
Conclusion
Transitions are a constant force in the workplace, and how we respond to them defines our success, both individually and collectively. My personal experience with redundancy has reinforced the importance of adaptability as a shared responsibility. Leadership isn't just about making decisions from the top; it's about fostering an environment where employees, managers, and executives work together to embrace progress. Organizations that thrive are those where every individual understands and contributes to the adaptability process.
So, as your workplace evolves, ask yourself: Are you resisting change, or are you preparing for it? Whether you're a leader setting the vision, a manager guiding a team, or an employee adapting to new ways of working, your ability to embrace change will shape your future. The question is no longer if change will happen but how you will rise to meet it.
Thriving through it requires strategy, adaptability, and the right support. Whether you're a leader shaping the future, a manager guiding teams, or an employee navigating transitions, your ability to embrace change will define your success.
Are you ready to take the next step? Let’s work together to build resilience, adaptability, and a strategy that fits your goals. Schedule a conversation with me today, and let’s turn change into an opportunity for growth.
Gilles Varette, Business Coach
30 years experience in Leadership: NCO in a paratrooper regiment in his native France, leading a global virtual team for a Nasdaq-listed company, Board stewardship, Coaching, and Mentoring. Gilles, an EMCC-accredited coach, holds a Master’s in Business Practice and diplomas in Personal Development and Executive Coaching, as well as Mental Health and Well-being. He strongly believes that cultivating a Growth Mindset is the key to Personal Development and a natural safeguard against the expertise trap. He lives by this quote from Epictetus: “It is not what happens to you that matters, but how you react; when something happens, the only thing in your power is your attitude toward it.”
References:
Dweck, C. (2017). Mindset: Changing the Way You Think to Fulfil Your Potential. London: Robinson.
Leanchange.org. (2025). Available here.
The Economist Intelligence Unit Limited. (2005). "Embracing the Challenge of Change."
Business Europe, March 1st-15th.
