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How to unlock change readiness and adaptability
in your organisation

Change initiatives rarely fail because of poor strategies, they fail because people are overlooked. Despite numerous studies showing a 70% failure rate in change efforts, organisations often focus on perfecting processes, technologies, and strategies while neglecting their most vital asset: their people.

In a world where change is constant, organisations face immense pressure to continuously adapt — be it digital transformation, restructuring, AI advancements, shifting market demands, or a supply chain vulnerable to geopolitical instability. This has led to widespread change fatigue at all levels, with employees feeling overwhelmed and burnt out by the lack of stability and consistency. Yet, within this turbulence lies opportunity. Organisations that embrace change and cultivate adaptability can stand above their peers to unlock growth, innovation, and long-term success.

70% failure rate in organizational change efforts represented in an orange circular chart

Taking a people-centred approach

At Insights, we understand that every change — no matter how disruptive — starts and ends with people. By placing individuals at the heart of change, we transform resistance into readiness.

When employees feel supported, empowered, and understood, they are far more likely to engage positively with workplace changes. Research by Gartner shows that involving employees in decision-making boosts the success of change efforts by 15%, as it fosters a sense of ownership and participation.

Our approach to change is straightforward: we equip leaders and teams with the awareness, tools, and communication strategies they need to succeed. By creating environments where people feel valued and supported, organisations can turn disruption into opportunity, ensuring that both employees and the business emerge stronger.

Discover how Insights can help your organisation navigate continuous change with confidence.

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2. Understanding and Overcoming Resistance to Change

Unchecked resistance can derail even the most well-planned change initiatives, leading to poor morale, reduced productivity, and wasted resources. It’s no surprise that resistance to change is a major reason why many initiatives fail. The consequences of this failure are significant: stalled projects, disengaged teams, and a breakdown of trust across the organisation.

Why do employees resist change?

Change can trigger anxiety, uncertainty, and fear, even in the most capable employees. It’s natural for individuals to resist when they feel their sense of control is being challenged, particularly if they are excluded from decision-making processes. Research from Oak Engage reveals that 41% of employees resist change due to distrust in leadership, while 23% feel excluded from the process. This highlights the growing importance of addressing resistance with empathy and understanding.

Overcoming change resistance

Successfully overcoming resistance is crucial for any transformation effort, especially when mistrust in leadership is a key barrier. With mistrust being the primary reason for resisting change, organisations need to focus on building transparency and trust.

41% of employees resist change due to distrust in leadership, represented in a pink circular chart

Resistance often arises from fear of the unknown, a perceived loss of control, and inadequate communication. This is why, as we’ve discussed in a previous article, the key to reducing resistance lies in early engagement with employees, fostering clear and open communication, and demonstrating empathy for individual concerns.

Leaders can address resistance by clearly explaining the reasons behind the change, involving employees in decision-making, and providing the necessary support for them to adapt. Encouraging a growth mindset, where employees view change as an opportunity rather than a threat, can further reduce resistance and foster a more positive response.

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From Resistance to Readiness: Successfully managing change in the workplace

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3. Managing organisational change for lasting impact

Successfully navigating change requires more than processes and policies — it demands leaders who can inspire agility and confidence in their teams. At the core of impactful change is alignment: ensuring that changes not only meet organisational goals but are embraced by the people responsible for implementing them.

Leaders can drive positive change and prevent fatigue by managing the pace of transitions and providing clear purpose for each initiative, avoiding overwhelming their teams. When leaders prioritise inclusivity and engagement, the result is lasting, meaningful progress that extends beyond the immediate effects of the change itself.

Key principles for lasting change

Alignment with organisational goals

Ensure that change initiatives support the company’s long-term strategy and vision.

Inclusive leadership

Actively involve employees at all levels, fostering engagement and ownership throughout the change process.

Alignment with organisational goals

Ensure that change initiatives support the company’s long-term strategy and vision.

People-centred approach

Address individual needs, concerns, and motivations, providing comprehensive support during transitions.

Continuous monitoring and adaptation

Set clear metrics and regularly assess progress, making necessary adjustments to ensure the change remains relevant and effective.

4. Taking an agile approach to change management

What is agile change management?

Agile change management is not just a methodology—it’s a mindset rooted in flexibility, adaptability, and continuous improvement. Inspired by the agile approach in software development, it encourages a dynamic, iterative process where teams drive change from within. This allows organisations to build adaptability into their core, rolling out smaller, frequent changes that collectively create significant impact.

Benefits of agile change management

Agile change management offers clear advantages: faster implementation of initiatives, improved collaboration across teams, and greater ability to manage risks and embrace opportunities. By embedding change agility into the organisation’s DNA, companies can respond swiftly to challenges, foster innovation, and create a culture that thrives on continuous improvement.

Implementing agile change management

To implement agile change, organisations must embrace a culture of continuous learning and adaptability. Leaders can achieve this by using iterative planning cycles that keep goals flexible and responsive to feedback. Empowering teams to make swift decisions and decentralising authority ensures that those closest to the work are leading it, driving progress, and fostering a sense of ownership.

Practical steps to implement agile change management:

1

Iterative planning and feedback loops:

Regularly review progress and make necessary adjustments to stay responsive and adaptable.

2

Empowering teams:

Decentralise decision-making to increase responsiveness, allowing teams to act quickly and flexibly.

3

Continuous learning:

Foster a culture of innovation and knowledge-sharing, encouraging teams to explore new ideas and refine strategies as they evolve.

5. The role of HR in leading change

In times of constant change, HR plays a crucial role in shaping an organisation’s resilience. Far from being just process facilitators, HR teams are strategic partners in driving and sustaining change. According to CEB research, 75% of employees see HR as central to successful change implementation. This is because HR leaders are uniquely positioned to ensure that the workforce is prepared, supported, and empowered throughout transitions.

To lead change effectively, HR must align its policies and initiatives with the organisation’s broader goals. This includes updating policies, providing necessary resources, and maintaining an agile, future-focused workforce. When HR initiatives are in sync with company objectives, change outcomes are significantly improved.

Beyond policy alignment, HR fosters a culture that supports mental well-being and career development. By offering resources such as mental health support and professional development opportunities, HR helps keep employees engaged and motivated, even in uncertain times.

Supporting employees through change

Supporting employees during transitions is key to maintaining morale and productivity. Capterra research shows that 71% of employees feel overwhelmed by workplace changes, and 83% of those experiencing change fatigue say their employer hasn’t provided enough resources to help them adapt. As such, HR leaders play a vital role in managing change fatigue, by ensuring employees have access to mental health support and by facilitating recovery periods during intense transitions. Failing to provide such support can lead to reduced productivity and retention issues.

HR can also help employees build the skills needed to thrive in a changing environment, offering professional development programs and clear paths for career growth. When employees feel valued and have opportunities to progress, they’re more likely to stay motivated, even amidst frequent organisational change.

6. The importance of communication in change management

Communication is the cornerstone of any successful change initiative. It builds trust, reduces uncertainty, and aligns teams with a shared vision. Without clear, consistent communication, even the most well-planned changes can fail. In fact, 28% of employees resist change due to ineffective top-down communication, which can foster feelings of anger and anxiety rather than trust, comfort, and confidence in leadership.

As we’ve covered previously, building trust during periods of change requires not only transparency but also encouraging open dialogue and feedback. This creates a sense of psychological safety and helps reduce resistance. Leaders who explain the "why" behind changes and address concerns openly are more likely to empower their teams to embrace change with confidence.

26% of employees resist change due to ineffective top-down communication, represented in a blue circular chart.

Best practices for effective communication during change include:

1

Regular updates

Keep sharing frequent updates on progress and any adjustments to the plan.

2

Tailored messaging

Customise communication for different audiences — leaders, teams, or individuals — ensuring each group understands its role in the process.

3

Multiple channels

Use a variety of platforms, such as emails, meetings, and team messaging tools, to ensure communication reaches everyone effectively.

How Insights supports effective communication

At Insights, we recognise that communication is a crucial driver of successful change. Our frameworks empower leaders to communicate with clarity and empathy, ensuring that messages resonate at every level of the organisation.

Through tools like Insights Discovery, we help leaders understand their teams' communication preferences, enabling them to deliver messages in ways that foster engagement, trust, and understanding.

For instance, when communicating with individuals who exhibit introverted colour energies, leaders can tailor their approach by offering detailed information, allowing time for private reflection, and creating a safe space for questions. This helps these individuals engage with change more comfortably and confidently.

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7. Successfully managing change in the workplace

In any organisation, leaders set the tone for how change is embraced. When leaders model adaptability and openness, they create an environment where teams feel empowered to follow suit. A change-ready culture isn’t built overnight—it is nurtured by recognising individual strengths, fostering collaboration, and celebrating progress. Leaders who lead by example inspire their teams to face change with confidence, turning uncertainty into opportunity.

How to promote a change-ready culture

A change-ready culture begins with engagement. Leaders must prioritise collaboration, ensuring that teams are not only aligned with organisational goals but also feel heard and valued. Acknowledging individual contributions and celebrating small victories fosters a sense of progress, even in challenging times. Gallup research shows that organisations with engaged employees are 21% more profitable than those without.

Building a culture of change also involves encouraging innovation and new ideas. Leaders who promote openness to change signal to their teams that adaptability is essential to success and that everyone has a role in the organisation’s evolution.

21% more profitable than those without, shown in an orange circular chart.

Supporting individuals through change

Everyone responds to change differently — some may thrive on the opportunity to innovate, while others may struggle with uncertainty. Leaders must recognise these differences and provide tailored support to help their teams navigate transitions. This might involve offering additional resources for those feeling overwhelmed or creating new opportunities for those eager to take on fresh challenges. By understanding and responding to individual needs, leaders can sustain morale and productivity throughout the change process.

Leaders can drive positive change and prevent fatigue by managing the pace of transitions and providing clear purpose for each initiative, avoiding overwhelming their teams. When leaders prioritise inclusivity and engagement, the result is lasting, meaningful progress that extends beyond the immediate effects of the change itself.

8. Thrive through change with Insights

Thriving in today’s constantly evolving landscape requires more than resilience — it calls for adaptability, effective communication, and a people-centred approach.

At Insights, our philosophy is simple but powerful: successful change begins and ends with people. By focusing on individual needs, preferences, and motivations, we help organisations transform change resistance into change readiness.

Our proven tools and frameworks equip leaders, teams, and individuals with the skills and self-awareness to navigate change with confidence. We offer tailored support to ensure that your organisation doesn’t just manage change — but thrives through it.

Two colleagues discussing change management strategies with a circular Insights Discovery chart in a modern office setting

Explore how our solutions can guide your organisation on its change journey. Whether you’re leading teams, managing transitions, or focusing on personal development, we’re here to help you embrace change positively. Fill out the form below to contact us today, to learn how we can empower your organisation to turn challenges into opportunities and thrive through change.

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Speak to an Insights consultant today

Fill out the form below to contact us today, to learn how we can empower your organisation to turn challenges into opportunities and thrive through change.

Already an accredited practitioner?

Visit Connections to access more learning materials and chat with the Insights community about your Change initiatives.

Access Connections
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