“People don’t resist change. They resist being changed.”

I get it—change can feel like an uphill battle when your team is set in their ways.

So, how do you get a team that fears change to actually embrace it?

Today’s Ladder:

Here’s How to Get Your Team to Embrace Change

Change is tough.

For many teams, it’s met with skepticism, resistance, and even burnout.

Over 70% of change initiatives fail, not because they’re bad ideas, but because the people behind them aren’t brought into the process.

So, how do you turn this around?

By involving your team every step of the way.

When employees are engaged in the change process—co-creating strategies and shaping how changes fit into their daily work—the success rate skyrockets.

Try these proven strategies to make that happen:

1. Seek Input Early

Before making big decisions, ask your team for input.

They bring diverse knowledge and ideas to the table, making them feel included and invested.

This fosters ownership and a sense of shared success.

2. Encourage Questions

When change begins, your team will ask, “Why is this necessary?” 

Be patient.

I learned that…

Provide clarity so employees can process and embrace the new direction.

3. Get Continuous Feedback

Don’t just set the change in motion and walk away. Regularly check in to see how things are going.

Ask what’s working, what’s not, and how you can improve as a leader.

Their day-to-day insights will help refine the process.

4. Redefine Goals Together

Change often means shifting responsibilities.

Collaborate with your team to set new goals and expectations. When they have a say in these changes, they feel accountable for the outcomes.

5. Support Individuals One-on-One

Not everyone adjusts at the same pace.

Schedule regular one-on-one meetings to address individual concerns, provide coaching, and keep morale high.

A little personal support can go a long way in building trust.

6. Celebrate Small Wins

Change is a rollercoaster.

To keep spirits high, celebrate milestones—big or small.

These moments of recognition keep your team motivated to push toward the ultimate goal.

Takeaway:

The Key to Getting Your Team Onboard

A few years ago, I was tasked with rolling out a big change in our department—a new workflow designed to boost efficiency.

I was confident it was the right move, so I spent weeks perfecting the plan before presenting it to the team.

But instead of the enthusiasm I’d hoped for, I was met with silence—and a lot of resistance.

It felt like I was dragging the team along, rather than leading them forward.

Frustrated, I finally sat down with a few key team members and asked…

“What’s holding us back?” 

Their responses opened my eyes: they didn’t feel included in the process. 

I had designed the change for them, not with them.

From that point on, I made a simple shift: I started involving the team early, inviting their input, and shaping changes together.

The result?

Ownership replaced resistance, and the team fully embraced the new workflow.

I learned that…

Involving your team in the change process isn’t just a nice-to-have—it’s the key to getting them onboard and driving success.

ICYMI: Links to issues you may have missed

📢 Mastering Feedback: The do’s and don'ts every leader must know

💰 Earn What You’re Worth: How to master your next salary negotiation

🧠 The Role of Mindset in Achieving Career Success: How to cultivate a growth mindset.

I appreciate your feedback! It will help shape the future issues of CAREER LADDER!

If you’re curious why I want you to succeed in half the time, here’s why.

To your success,

Dr. Lex ✍️