Issue 06: Today’s Brew: Leading Through Change – Why Most Change Fails and How to Get It Right

☕ Brewed for Leaders Who Care

Espresso & Empathy — Issue 06

By: Shannon Foster

Founder & Senior Consultant, Martin & Foster Consulting

April 09, 2025

Change is constant—but trust and clarity must be, too.

In today’s workplace, the only certainty is uncertainty. From restructures and system overhauls to new leadership and evolving business models, organizations are in a near-constant state of transition. And while change itself is inevitable, successful change is not.

According to McKinsey, 70% of organizational change initiatives fail—not because the strategy was wrong, but because leaders failed to bring their people along.¹ Behind every failed transformation is a team that didn’t understand the “why,” didn’t feel heard, or didn’t believe they had a voice.

Let’s be clear: people don’t resist change.

They resist confusion, chaos, and being left out of the process.

The Human Side of Change

Change always carries emotional weight. It often triggers uncertainty, fear, or even loss—especially when communication is poor or when people feel blindsided. If leaders don’t acknowledge this emotional response, they risk losing trust and engagement at the exact moment they need it most.

Morale drops. Productivity declines. High performers consider leaving.

All of this can be avoided when leaders remember: change doesn’t just affect operations—it impacts people.

From Management to Leadership: Understanding the Difference

Change management is about processes, timelines, and execution.

Change leadership is about vision, empathy, and trust.

Both are necessary. But too many leaders focus solely on managing logistics while overlooking the human experience of change. Effective change leadership requires more than plans—it requires presence.

The Blanchard Approach: Leading People Through Change

At Martin and Foster Consulting, we teach the Blanchard Leading People Through Change workshop, which centers on three key actions:

1. Create a Compelling Case

Employees need to understand the why behind the change. Make it meaningful. Connect it to purpose, not just performance.

2. Involve Others Early and Often

Engagement is built through participation. Bring people into the conversation. Give them a voice in how the change is shaped.

3. Maintain Clear, Consistent Communication

Don’t go silent after the announcement. Communicate progress, challenges, and decisions transparently and regularly.

These principles aren’t just theory—they’re proven. Organizations that apply them see significantly higher rates of change success, employee engagement, and retention.

Leader Self-Audit: Are You Leading Through Change or Just Managing It?

Use this checklist to assess your readiness to lead change effectively:

• Have I clearly articulated the reason for the change and its impact?

• Have I acknowledged how this change may feel to my team?

• Have I invited input or feedback from the people most affected?

• Am I communicating consistently—not just at the launch, but throughout the transition?

• Do my employees know where to go with questions or concerns?

• Have I provided training, support, or resources to help people adapt?

• Am I present and visible as a leader during this process?

If you answered “no” to any of the above, you’re not alone—but you do have an opportunity. Change doesn’t have to erode trust. When done right, it can actually build it.

Final Thoughts

Change is a leadership moment. One that either strengthens or weakens culture, depending on how it’s handled.

It’s not enough to issue a memo or set a deadline. If you want people to buy into the future, you have to meet them where they are right now—with empathy, clarity, and consistency.

Successful change is led by those who remember that people are not obstacles to overcome. They are the reason we change in the first place.

Let’s lead them well.