Leading Through Change

Struggling teams don't need another framework. They need a leader. I've taken over bad teams filled with good people. I learned to embrace three themes for a successful reset: ✅ Change requires honoring the past and building the future ✅ Trust is rebuilt through actions, not just words ✅ Culture lives in daily micro-decisions Here are the 8 lessons that make it work: 1/ Honor the Past ↳ Don't play the blame game ↳ Value those who stayed through hard times 2/ Name What Stops Here ↳ Be specific about what changes ↳ Get them to help rewrite the new rules 3/ Own Your Role ↳ Acknowledge where you fell short ↳ Build trust through self-accountability 4/ Reset the Target ↳ Paint a clear 6-month vision ↳ Define what excellence looks like 5/ Define Winning Behaviors ↳ Skip empty corporate speak ↳ Make expectations crystal clear 6/ Create New Rituals ↳ Build sacred team habits ↳ Engineer connection, especially remote 7/ Embrace Iterations ↳ Progress isn't linear ↳ Celebrate small wins, learn from setbacks 8/ Rebuild Trust Daily ↳ Start from trust at zero ↳ Do what you say you'll do 9/ Catch Them Winning ↳ Be specific about what you see ↳ What gets recognized gets repeated Want more detail?  Flip through the full playbook below. Remember:  Your team likely knows the path forward. They're just waiting for you to walk it first. If this was helpful: 📌 Please follow Dave Kline for more ♻️ Share to help other leaders turn things around.

Most change initiatives don't fail because of the change that's happening, they fail because of how the change is communicated. I've watched brilliant restructurings collapse and transformative acquisitions unravel… Not because the plan was flawed, but because leaders were more focused on explaining the "what" and "why" than on how they were addressing the fears and concerns of the people on their team. People don't resist change because they don't understand it. They resist because they haven't been given a compelling story about their role in it. This is where the Venture Scape framework becomes invaluable. The framework maps your team's journey through five distinct stages of change: The Dream - When you envision something better and need to spark belief The Leap - When you commit to action and need to build confidence The Fight - When you face resistance and need to inspire bravery The Climb - When progress feels slow and you need to fuel endurance The Arrival - When you achieve success and need to honor the journey The key is knowing exactly where your team is in this journey and tailoring your communication accordingly. If you're announcing a merger during the Leap stage, don't deliver a message about endurance. Your team needs a moment of commitment–stories and symbols that anchor them in the decision and clarify the values that remain unchanged. You can’t know where your team is on this spectrum without talking to them. Don’t just guess. Have real conversations. Listen to their specific concerns. Then craft messages that speak directly to those fears while calling on their courage. Your job isn't just to announce change, but to walk beside your team and help your team understand what role they play in the story at each stage. #LeadershipCommunication #Illuminate

In 2021, I proposed an initiative I thought was brilliant—it would help my team make faster progress and better leverage each member's unique skills. Brilliant, right? Yet, it didn’t take off. Many ideas or initiatives fail because we struggle to gain buy-in. The reasons for resistance are many, but Rick Maurer simplifies them into three core categories: (1) "I don’t get it" Resistance here is about lack of understanding or information. People may not fully grasp the reasons behind the change, its benefits, or the implementation plan. This often leaves them feeling confused or unsure about the impact. (2) "I don’t like it" This is rooted in a dislike for the change itself. People might feel it disrupts their comfort zones, poses a negative impact, or clashes with personal values or interests. (3) "I don’t like YOU." This is about the messenger, not the message. Distrust or lack of respect for the person initiating the change can create a barrier. It might stem from past experiences, perceived incompetence, or lack of credibility. When I work with leaders to identify which category resistance falls into, the clarity that follows helps us take targeted, practical steps to overcome it. - To address the "I don't get it" challenge, focus on clear, accessible communication. Share the vision, benefits, and roadmap in a way that resonates. Use stories, real-life examples, or data to make the case relatable and tangible. Give people space to ask questions and clarify concerns—often, understanding alone can build alignment. - To address the "I don't like it" challenge, emphasize empathy. Acknowledge potential impacts on routines, comfort zones, or values, and seek input on adjustments that could reduce disruption. If possible, give people a sense of control over aspects of the change; this builds buy-in by involving them directly in shaping the solution. - And to address the "I don't like you" challenge, solving for the other two challenges will help. You can also openly address past issues, if relevant, and demonstrate genuine commitment to transparency and collaboration Effective change isn’t just about the idea—it’s about knowing how to bring people along with you. #change #ideas #initiatives #collaboration #innovation #movingForward #progress #humanBehavior

Navigating Leadership in Turbulent Times- A few days ago, I had an interesting conversation with a friend about how Non Profits are facing this period of  unknowns and instability. For organizational leaders, the role we play in guiding our teams and ensuring the stability and resilience of our organizations has never been more critical. Here are a few things I learned about leading through uncertainty- 1. Focus with Intent We are constantly being hit with a barrage of incoherent tweets, rash decisions, and contradictory messaging that can feel overwhelming. Reacting to everything will leave us scattered, unfocused, and ineffective. Leaders must prioritize their organizational goals and focus on what they are best equipped to address. 🔑 Choose your battles wisely and resist the urge to 'play whack-a-mole' with every issue. Not every fight is yours to take on, and sometimes, the wisest move is not to fight at all. Focused leadership drives meaningful impact. 2. Embrace Collaboration - In this season of uncertainty, collaboration is not optional—it’s essential. Community and partnerships have always propelled movements forward. 🤝 Build a collaborative work culture, encouraging your team to cultivate strong relationships both internally and externally.  Collaboration builds trust, and allows people to build upon their strengths and leads to better decisions and outcomes.   3. Flexibility & Adaptability -"Be stubborn about your goals but flexible about how you achieve them." Strategy is not a fixed plan but an evolving path to reach a predetermined destination. Recognize when adjustments are needed and model adaptability for your team. 📣 Communicate openly with staff about changes and align around shared objectives, even if absolute agreement isn’t always possible. Pathways can emerge when teams are nimble and solutions-oriented. 4. Support Your Staff- Amid external crises, organizational trust often becomes strained. Now is the time to double down on creating a supportive environment for your team.  Focus on the short-term goals and the long-term mission when conflict arises. Look for areas of agreement to rally around. 💡 Consider what your organization can offer during this period, whether that’s flexible policies, open communication channels, or empathetic leadership. Teams perform best when they feel valued and supported. 5. Safeguard Your Organization - If your mission runs counter to the incoming administration’s policies, preparation is key. 📋 Run a risk assessment and review your policies/processes to ensure compliance and readiness. Develop clear protocols and maintain a strong relationship with your legal counsel.  A proactive approach will protect your organization from unnecessary risks. I can say from experience that leadership in turbulent times isn’t easy, but it’s also an incredible opportunity to model resilience, inspire focus, and foster collaboration.

Leading Through Uncertainty: A Client’s Playbook for Staying Valuable When a Company is for Sale One of my executive clients recently found himself in a high-stakes situation: his company had publicly announced it was for sale. The uncertainty was immediate. Would leadership change? Would the buyer see his role as essential? Would his job even exist post-acquisition? Instead of panicking or passively waiting for answers, we developed a strategy to ensure he remained indispensable—no matter what happened next. Here’s the five-step playbook we created: 1. Be the Steady Hand in Uncertainty M&A shake-ups trigger fear, and teams look to leadership for reassurance. My client made it his mission to be the voice of reason. He focused on business as usual, keeping his team engaged and morale steady. ✔ He avoided getting caught up in speculation or gossip. ✔ He reassured his team while staying honest about what was known and unknown. ✔ He remained visible—continuing to lead with confidence while others pulled back. 2. Double Down on Business-Critical Contributions Buyers evaluate companies beyond the balance sheet. They want strong leadership that can sustain growth. We identified his highest-value contributions and amplified them. ✔ He prioritized projects that directly impacted revenue and operational efficiency. ✔ He documented successes and positioned himself as a driver of results, not just a participant. ✔ He ensured key stakeholders saw his contributions—visibility was non-negotiable. 3. Strengthen Key Relationships Relationships often determine who stays and who goes in a sale. We worked on deepening his connections internally and externally. ✔ He strengthened ties with board members and decision-makers. ✔ He reinforced his relationships with top clients—proving his value beyond the org chart. ✔ He stayed engaged, ensuring he was seen as a connector in the company. 4. Embrace Change, Not Resist It Executives who thrive in an acquisition show adaptability. Instead of fearing change, we positioned him as someone who could help lead it. ✔ He signaled his openness to new strategies and structures. ✔ He proactively identified ways he could add value post-sale. ✔ He framed himself as part of the solution—not as someone clinging to the past. 5. Have a Smart Plan B (Without Checking Out of Plan A) While he remained fully committed to the business, we also prepped for all possible outcomes. ✔ He quietly refreshed his network, ensuring he had options. ✔ He sharpened his executive brand, digital assets and unique value proposition. ✔ He stayed engaged—but positioned himself to win, whether he stayed or moved on. If your company is on the market, don’t just wait to see what happens. Take control of your value. If you’re navigating a corporate sale and want to ensure you stay relevant (or land in a better position), let’s connect.

Leading transformation isn't for the faint of heart. After guiding organizations through change, I've discovered these universal principles apply — Regardless of industry, size, or challenge. These 10 Commandments of Transformation are your guide: 1. Start With Why Without compelling purpose, transformation dies. Your team needs more than "what" - they need "why." Make it meaningful, make it matter. 2. Lead By Example You can't expect what you don't inspect. Transformation begins with your own behavior. Be the change before demanding it. 3. Communicate Relentlessly When you're sick of saying it, they're just starting to hear it. Use every channel, every meeting, every chance. Consistency creates clarity. 4. Honor Resistance as Feedback Resistance isn't obstruction - it's information. Listen before dismissing. Understand concerns to address them effectively. 5. Focus On Vital Few Trying to change everything ensures changing nothing. Choose your battles strategically. Concentrate energy where it matters most. 6. Celebrate Progress Small wins fuel big changes. Recognition drives continuation. Make progress visible to maintain momentum. 7. Build Coalitions No leader transforms alone. Champions multiply your impact. Cultivate allies at every level. 8. Balance Structure and Flexibility Plan thoroughly but adapt quickly. Rigid plans break under pressure. Agility enables success. 9. Measure What Matters Select metrics that drive behavior. What gets measured gets improved. Make success visible and trackable. 10. Sustain The Change Transformation isn't an event. Reinforcement prevents regression. Build systems that maintain momentum. Which commandment resonates most with your transformation journey?

We don’t resist change. We resist not knowing where we’ll land. Most pushback is rational. We hold on to what’s worked because the next step isn’t clear. If we don’t see the logic, If it doesn’t feel safe to try we stall. Every time. The job isn’t to “manage resistance.” It’s to de-risk what’s ahead. Here are 7 strategies that have helped my teams (and me) move through change faster: 1. Model it first → If leaders don’t go first, nothing moves. → We follow behavior, not slide decks. 2. Share the why, not just the timeline → Don’t wait for the perfect plan. → Share what’s changing, what’s at stake, and what we’re betting on. 3. Involve the people closest to the work → Real alignment doesn’t come from top-down decisions. → It comes from early input. 4. Make the first step feel doable → We don’t need the full blueprint. → Just a clear first move we can act on with confidence. 5. Train for what’s different → Belief ≠ readiness. → We resist when we don’t feel equipped. 6. Name what’s really going on → Resistance often hides fear or confusion. → Ask early. Ask directly. Don’t let it build. 7. Show it’s working and work hard on what’s not → Small wins build trust. → But trust grows faster when we’re honest about what still needs fixing. Most of us try to scale with complexity. But the real unlock? We simplify. That’s how we move forward - together. * * * I talk about the real mechanics of growth, data, and execution. If that’s what you care about, let’s connect.

Most change initiatives fail. And I learned it the hard way. I thought a good idea, purpose, and persistence  were enough to transform mental healthcare in Montana. I was wrong. When launching Montana's first psychiatry  residency program and first EmPATH unit,  I discovered what true change requires. This framework would have saved me years of struggle: 1. Establish urgency ↳ The status quo is more dangerous than change ↳ 75% of managers must feel this truth 2. Build a powerful coalition ↳ Assemble people with shared commitment ↳ Work outside normal hierarchy 3. Create a clear vision ↳ Simple enough to explain in five minutes ↳ Strategies that make the vision tangible 4. Communicate relentlessly ↳ Use every possible channel ↳ Model the behaviors you seek 5. Empower others ↳ Remove structural barriers ↳ Reward risk-taking and new ideas 6. Generate short-term wins ↳ Plan visible improvements ↳ Recognize those who contribute 7. Consolidate and build momentum ↳ Change the systems undermining progress ↳ Develop people who embody the vision 8. Anchor new approaches ↳ Connect changes to organizational success ↳ Ensure leadership embodies the transformation The hard truth about leading change? It's not about your brilliant idea. It's about how you systematically  dismantle resistance to that idea. Change happens in stages, not events. And skipping steps only creates  the illusion of progress. ==================== ⁉️ Which step do leaders most often skip? ♻️ Share if you're leading change in healthcare. 👉 Follow me (Eric Arzubi, MD) for more like this. ♥️ Post inspired by John P. Kotter's teachings.

How do you take a resistant team and guide them through a successful transformation? I led a team that went from evaluating programs to developing them—a complete transformation. At first, there was a lot of pushback, but by understanding their concerns and using a thoughtful approach, we made the transition work.   ---Here’s what I learned--- 🔸Resistance isn’t about the change—it’s about fear of loss. Through candid one-on-one conversations, I discovered the team feared losing their expertise. 🔸Facts don’t inspire change. Stories do. Rather than overwhelm them with reasons for the shift, I shared stories. Emotional buy-in through storytelling sparked curiosity. 🔸Small behavioral nudges lead to lasting change. We didn’t push the team into full-scale program development right away. Instead, we used small steps that eased them into the transition. This made the change feel natural, not overwhelming. 🔸Your biggest resister can become your strongest advocate. I focused on the team’s informal leader—the person everyone trusted. Once he embraced the change, the rest followed. 🔸Embrace failure as a stepping stone to success. We reframed setbacks as learning opportunities. By openly discussing challenges and solutions, we created a culture where innovation thrived and fear of failure diminished. 🏡 Think of change like remodeling a house. Exciting, but full of unexpected snags. In business, it’s the same—something always comes up. Plan for it. Expect it. 💡 Key Lesson: Resistance isn’t a roadblock—it’s part of the process. Expect pushback and guide your team with strategic nudges. What unexpected challenges have you faced when leading change?

As an A-10 pilot, launching on a mission often meant facing the unknown—uncertainty about what we’d encounter, how plans might change, and what challenges awaited. In those moments, it wasn’t just about staying focused; it was about leading with clarity and purpose to ensure the mission succeeded. As leaders, our mindset and actions set the tone for how teams navigate uncertainty. It’s not just about guiding them through the turbulence; it’s about inspiring confidence, maintaining focus, and ensuring the team stays motivated and engaged. Here’s what I’ve learned about leading effectively during times of change: 1️⃣ Model Calm & Confidence: When the path ahead is unclear, your team looks to you for cues. Staying composed—even when you don’t have all the answers—reduces anxiety and builds trust. 💡 Tip: Use clear, concise, correct communication to show control, even if you’re still processing the situation internally. 2️⃣ Balance Transparency with Optimism: Be honest about challenges while emphasizing opportunities. Acknowledge difficulties but focus on solutions and remind your team of their strengths. 💡 Tip: Frame obstacles as opportunities for growth and innovation. 3️⃣ Empower Decision-Making: Change often demands swift decisions. Trust your team’s expertise and avoid micromanaging. Empowering others not only reduces bottlenecks but boosts morale. 💡 Tip: Provide clear decision-making guidelines to ensure everyone knows their boundaries and responsibilities. 4️⃣ Prioritize Communication & Connection: In uncertain times, silence creates more doubt. Frequent updates, even if incomplete, help keep the team informed and aligned. 💡 Tip: Schedule informal check-ins to address concerns. Walk around and talk to your team members. 5️⃣ Focus on Long-Term Strategy: While addressing immediate challenges, keep the big picture in sight. Help your team understand how today’s actions connect to tomorrow’s goals. 💡 Tip: Reinforce the team’s sense of purpose by connecting their work to the larger mission or goal. When people understand why their efforts matter, it inspires resilience and keeps them motivated through uncertainty. By taking these steps, you not only navigate the current challenge but also prepare your team to handle future changes with confidence and resilience. #leadership #LeadershipDevelopment #FlyingInTheFaceOfFear