A Need to Reset — Create Change Mindsets at Work
Amid ongoing internal and external disruptions, employees increasingly report “change fatigue,” struggling to keep pace with the unprecedented volume of organizational shifts in a short period. This fatigue has eroded the workforce’s capacity to absorb and adapt to change, making even well-intentioned initiatives harder to implement.
Yet, as organizations recalibrate strategies and set new goals to stay competitive, change management consulting experts emphasize that this is precisely when effective change leadership is most critical. The solution isn’t just more directives or processes — it’s a deliberate effort to reset the conversation and foster change-ready mindsets across all levels and functions. Leaders must actively model adaptability, encourage curiosity, and create an environment where embracing change is part of the organizational DNA.
Leadership’s Role in Creating Change Mindsets at Work
Our change management simulation data shows that when leaders intentionally create change mindsets at work, employees most affected by change are four times more likely to perceive initiatives as successful compared with organizations that overlook the role of mindset. To drive real results, change leaders must rethink how they support their people through transitions by:
- Prioritizing Change Context over Content
Too often, leaders rush to implement the content of change without first establishing the context for change. Employees need more than instructions — they need an emotional connection to why the change matters. Before they can fully commit, workers must understand both what the change means for the organization and their role as contributors to its success. Present a clear, inspiring vision of the future and show how each individual impacts its achievement.
Avoid the common mistake of jumping straight to action or tactics before people are fully on board. Establishing context first ensures engagement, alignment, and a much higher likelihood of success. Ask yourself whether those leading and most affected by change truly understand and agree with the:
- Providing a Healthy Dose of Reality
While it’s important to inspire employees with a compelling vision of the future, don’t shy away from the challenges that organizational change will inevitably bring—even for seemingly small adjustments. Be candid and transparent about why the change is necessary, the obstacles that will arise, and what it will take to overcome them. Balance these realistic expectations with confidence in the eventual payoff.
Avoid the trap of “protecting” employees from the hard truths. Effective change leaders treat their workforce as professionals, actively involving employees in the design, planning, and implementation of change. This approach not only builds trust but also creates a shared sense of ownership that drives engagement and successful outcomes.
- Continuing to Explicitly Support People
Change doesn’t end once the plan is launched—it is an ongoing journey. Even after setting the stage, employees will encounter questions, resistance, and unexpected change obstacles. Leaders must remain visible, stay close, and listen attentively, providing empathetic coaching through the inevitable “mucky” stages of transition.
Avoid the common mistake of treating change as a one-time event. True change requires active leadership, consistent management, and ongoing support to guide people through the full process and ensure lasting adoption.
- Reporting on Progress and Holding People Accountable
Just as successful dieters stay motivated by tracking steady progress, employees benefit from clear updates on their journey through change. Share both wins and setbacks — failures provide valuable learning opportunities that prepare teams to move forward more effectively.
Never underestimate the power of accountability. Consistently tracking progress and holding people responsible for adopting new ways of working ensures focus, reinforces desired behaviors, and sustains momentum throughout the change process.
The Bottom Line
Too often, the signs of organizational change failure only become visible once initiatives are well underway. The most effective change leaders build and nurture a change-ready mindset from the very start. Ask yourself: Have you laid the groundwork to ensure your change efforts will succeed?
To learn more about how to create change mindsets at work, download the 5 Science-Backed Lenses of Change Leadership that Accelerate Change
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