Two years ago, we launched the concept of the Evolving Leader Fellowship. At the time, September was the month of kickoff, introductions, and new beginnings. Since then, the model has evolved: welcomes and intros now stand on their own, and September has grown into something bigger. How fitting, then, that this month is now dedicated to one of the most important leadership skills of all — managing change. September is when everyone heads back to school, it’s when the seasons change and a shift in daily busyness starts to reflect the upcoming holiday season and end of year activities. The leaves change, the general feeling of hunkering down begins. Use this month and this upcoming season to consider rest, consider what has worked and what hasn’t for the year, start thinking about how to engage your teams in new ways. Every change model has a phase for preparation! Fall feels like that to me!
Because here’s the truth: change doesn’t fail because of bad strategy. It fails because of a lack of connection.
Change Isn’t a Spreadsheet — It’s a People Process
Leaders often put tremendous effort into creating smart, strategic change plans. And yet, many of those plans stall or crumble. Why? Because change is never just about the plan. It’s about the people who have to live it.
People don’t resist change because they’re “difficult.” They resist when they feel disempowered, uninformed, or uninvited.
That’s why the most effective leaders don’t just announce a change — they lead people through it. They prioritize psychological safety, build trust, and acknowledge the human side of transition.
Resistance Isn’t the Problem — Avoiding It Is
Every leader will encounter resistance. But resistance isn’t the enemy — it’s actually one of the most honest forms of engagement. The question isn’t how do we stop resistance? It’s how do we welcome and learn from it?
When leaders view resistance as fear or unmet needs being expressed, they unlock opportunities for deeper connection and smarter implementation. Clear communication and courageous listening transform resistance from a barrier into a bridge.
Start With Empathy, Not Execution
One of the biggest mistakes leaders make is rushing into “implementation mode.” They focus on systems, deadlines, and processes — without first mapping out how the change impacts people, relationships, and culture.
Stakeholder mapping and values alignment aren’t side tasks. They’re central to successful change. When people feel considered, they become collaborators, not just recipients.
Frameworks That Anchor, Not Restrict
Finally, structure matters. Change feels messy — and it is. But having a framework like ADKAR, Kotter, Lewin, or Bridges gives leaders an anchor. The best leaders don’t wing it; they choose (and adapt) a model that holds both the strategy and the story.
The goal isn’t to reduce change to checkboxes. It’s to create a roadmap that balances clarity with compassion.
Leading Change Requires Courage
Managing change effectively is not about charisma or clever slogans. It’s about courage — the courage to center people, to welcome resistance, to ask hard questions, and to walk with your team through uncertainty.
That’s why we’re dedicating this month to helping leaders sharpen this skill. Because organizations that navigate change well don’t just survive disruption — they grow stronger through it.
Ready to Build Change-Ready Leaders?
The Evolving Leader Fellowship is proud to offer workshops on Managing Change Effectively, led by Co-Creator Dr. Christine Fonner.
📅 Invite Dr. Fonner to work with your organization and build courageous, people-first strategies for leading through change.
