Leading Change: Less Resistance, More Results

Change.

The word alone makes some people tense up. And if you’ve ever tried to lead change in an organisation, you know exactly why.

• People resist it, even when it’s clearly needed.

• Teams get stuck in old habits, because “we’ve always done it this way.”

• Leaders underestimate the emotional toll, forgetting that change is just as much about people as it is about process.

But here’s the thing: change doesn’t have to be painful.

Done right, leading change isn’t about forcing people to comply, it’s about getting them to buy in. It’s about making people want the change, not just putting up with it.

So, how do you do that? Let’s get into it.

Why Do People Resist Change?

Before we talk about leading change, let’s talk about why it’s so bloody hard.

People don’t resist change because they hate it. They resist it because:

• They don’t trust it. (They’ve seen failed changes before.)

• They don’t see the point. (Nobody explained why it matters.)

• They’re afraid of what it means for them. (More work? Less security?)

If you ignore this reality, you’ll get pushback, disengagement, and, worst of all, surface-level compliance without real commitment.

So, before you try to force change, ask yourself:

“If I was on the receiving end of this, would I be excited or sceptical?”

If the answer is sceptical, you’ve got work to do.

How to Lead Change Without Losing Your Team

1. Start With the ‘Why’ (But Make It Personal)

Most leaders roll out change with big, vague statements like: "We’re transforming to become more agile and customer-centric!” Cool. But what does that actually mean for the people doing the work?

If you want people to back a change, make it matter to them.

• For frontline staff: “This will cut admin by 40%, so you can focus on real work instead of paperwork.”

• For leadership: “This will give you real-time data so you’re not making decisions in the dark.”

• For the whole team: “Right now, this process takes 10 days. Soon, it’ll take two.”

Pro Tip: People don’t care about “transformation”, they care about how it makes their job easier, better, or more meaningful.

2. Involve People Early (Before Decisions Are Made)

Nothing kills momentum faster than a change that’s handed down from the top with no input. If people feel like change is happening to them, not with them, they’ll resist, even if it’s a good idea.

• Bring them into the conversation early.

• Ask for their input. (And actually listen.)

• Let them shape the change, not just react to it.

This doesn’t mean turning every decision into a committee meeting. It means creating a sense of ownership, because when people see themselves in the solution, they’re far more likely to support it.

Real Talk: If people don’t feel involved, they’ll either ignore the change or actively fight it.

3. Make It Safe to Let Go of the Old Way

Here’s what most leaders forget: People don’t just need a new way forward, they need permission to let go of the old way.

Even if the current system is clunky, frustrating, and outdated… it’s familiar. And people are attached to familiar.

How to make it easier?

• Acknowledge what worked before, don’t just tear it down.

• Give people time to adjust, not just a “go-live” date and hope for the best.

• Support them through the shift, don’t just expect them to ‘figure it out.’

Pro Tip: If people feel like change = failure of the past, they’ll dig their heels in. Honour what came before, then show why the new way is better.

4. Quick Wins Matter (Big Promises Don’t)

The biggest mistake leaders make? They sell a massive long-term vision… but nothing changes in the short term. People lose faith when they hear, “In 12 months, things will be amazing!” but in the meantime, everything feels harder.

So, instead of just hyping the big picture, focus on small, immediate wins.

• If you’re rolling out a new tool? Make sure one key process gets easier in the first 30 days.

• If you’re changing ways of working? Eliminate one frustration immediately.

• If you’re restructuring? Give people clarity on what’s happening now, not just what’s happening later.

Real Talk: Change fatigue is real. If people don’t see quick wins, they’ll check out.

5. Keep Talking (Because Change is Messy)

No change goes exactly to plan. Things break, people get frustrated, and resistance creeps in. The worst thing leaders can do? Go silent.

• If things aren’t working, say so.

• If people are struggling, acknowledge it.

• If the plan needs to shift, be transparent about why.

A steady drumbeat of clear, human communication builds trust, even when things aren’t perfect.

Pro Tip: Silence = assumptions. And assumptions usually aren’t in your favour.

Final Thoughts: Change Isn’t About a Plan—It’s About People

Leading change isn’t about having the perfect strategy. It’s about:

• Making it real. (What does this mean for me?)

• Giving people a voice. (Not just informing them, involving them.)

• Creating small wins fast. (Don’t make people wait for the benefits.)

• Being honest when things go wrong. (Because they will.)

Change isn’t a one-time event. It’s a process. And if you get the people side right, the rest falls into place.

Need help making change stick? Runie Consulting helps teams navigate change without the usual chaos. Because transformation isn’t about processes, it’s about people.