Are You Built for Change?
Change used to be a chapter in the book of leadership, something leaders addressed only when necessary. Today, it has become the entire narrative. Markets shift overnight, and technologies evolve faster than systems can adjust. The only certainty is that tomorrow will look different from today.
In this reality, leadership means knowing how to move forward when plans fall apart. Being built for change means leading through disruption with clarity, purpose, and resilience. Resistance marks the beginning of growth, not the limits of what's possible.
Leaders who embrace this mindset remain grounded, even when the path forward is unclear. Change shows up when it wants to, not when you're ready for it. It disrupts what feels comfortable and demands that you stretch out of your comfort zone. This session invites you to examine what it means to be built for change by looking inward first, because the way we respond when the ground begins to shift sets the tone for how we lead through it.
Self-Assessment: Are You Built for Change?
Please take a few moments to contemplate the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership?
When faced with a challenge, do I move forward and learn as I go, or freeze in planning mode?
Do I actively seek out new ideas, trends, and perspectives, even when they challenge my current thinking?
Am I willing to change my mind when presented with new evidence or perspectives?
How do I react when someone suggests a different approach?
Do I create space for voices that challenge the status quo?
When unexpected changes happen, do I respond with flexibility or frustration?
How quickly can I shift direction when a plan is no longer working?
Do I encourage others to adjust and experiment when faced with uncertainty?
Remember, this self-assessment is just a starting point for understanding your knowledge of Change as a leader. It's essential to reflect on your responses and actively work on areas where improvement is needed. Additionally, working with your ECFL Leadership Coach or seeking feedback from a trusted mentor can provide valuable insights into your strengths and weaknesses.
“You were born with the power to change others. You change people by the way you treat them. That is what changes the human heart.”
Experience gives you knowledge, but adaptability gives you options. Even experienced leaders can find themselves thrown off when change disrupts their sense of control or introduces uncertainty. The difference is whether you notice that response and work with it, or let it drive your decisions without realizing it.
Change can be uncomfortable, and resistance often shows up without warning. It may be frustration when a new system is introduced or hesitation when priorities change. Sometimes it looks like skepticism in meetings, a sudden need for more data before moving forward, or an urge to point out everything that could go wrong. These reactions are signals worth paying attention to and can highlight areas where clarity or support is needed.
Leaders who understand their own resistance are better able to lead with intention. Recognizing your patterns allows you to choose how to respond. This opens the door to reframing change as a sign of learning and growth that strengthens your leadership.
Your mindset shapes how you lead through change. Leaders with a change mindset stay flexible, think more clearly, and keep growing even when conditions shift unexpectedly. They see obstacles, not as roadblocks, but as new paths and opportunities to explore.
“Change your thoughts and you change your world.”
Working with your response to change becomes easier when you understand the stages most people move through. The Kübler-Ross Change Curve, developed by psychiatrist Elisabeth Kübler-Ross in 1969, was originally created to describe how people process grief. Over time, it has been applied to many kinds of transitions, including changes in work and daily routines. The curve describes common emotional shifts during change and helps you recognize where you are in that journey.
The curve outlines a series of emotional stages that commonly appear during significant change:
Shock: The initial sense of paralysis or disbelief at the change.
Denial: A refusal to accept the change, often marked by clinging to the old way of doing things.
Frustration or Anger: Emotions rise as the reality of change sets in and control feels lost.
Depression: A dip in morale or motivation, sometimes seen in decreased engagement or productivity.
Experimentation: You begin testing new ways of working and considering alternatives.
Decision: A commitment to the new direction begins to take shape.
Integration: The change is accepted, and new behaviors become the norm.
Recognizing where you are in this journey helps you respond with more clarity and less reactivity. When you understand that frustration and doubt are normal parts of the process, you can move through them rather than letting them stop you. You can also recognize these stages in others around you, which allows you to lead with more patience and intentionality.
Leaders aren't immune to this curve. You move through it just like everyone else. When you acknowledge your own resistance and respond with openness instead of avoidance, you model what adaptability actually looks like. This builds trust, normalizes the experience of change, and creates space for growth, both for yourself and those you work with.
Once you know where you are in the change process, you need a way to move through it. These three steps offer a practical approach. You might cycle through them more than once as the change unfolds.
Recognize Resistance and Your Mindset: Your body often signals resistance before your mind catches up. You might feel tension in your shoulders during discussions about the change, a knot in your stomach when thinking about what's ahead, or find yourself unusually tired or irritable. Once you notice these physical cues, check what thoughts are running underneath. Are you telling yourself this change is impossible? That you'll fail? That it shouldn't be happening? Catching these patterns early gives you room to respond differently.
Reframe the Change as an Opportunity: Reframing means consciously shifting the story you're telling yourself about what's happening. Instead of "This is going to disrupt everything," you might ask, "What could this make possible?" To reframe effectively, write down your initial reaction to the change, then challenge it with alternative perspectives. Talk to someone who sees the change differently and listen without defending your position. Look for one specific skill you could develop or one problem this change might actually solve. The goal should be to find a stepping stone for moving forward.
Commit to Solutions and Growth: Choose one concrete action you can take this week. Maybe try testing a new approach, having a conversation you've been putting off, or asking someone with a different viewpoint what their take is. Focus on what's actually within your control, not what you wish you could control. Remember, it's okay if you don't get it right on the first try.
Some of us are naturally better at handling change than others, but that doesn't mean it isn't something we can work at and improve with practice. The best leaders can admit that change is scary without letting that fear dissuade them. How we show up in those moments is one of the clearest reflections of our commitment to growth. In the next session, we will take a closer look at fear and how not to let it drive your decisions, and the antidote: curiosity.
Reflection Questions:
When faced with change, do I tend to resist, hesitate, or explore new possibilities?
What is one small action I can take to improve my adaptability?
How can I support others who are struggling with change?
What past experience has taught me that I can handle change better than I thought?
Strengthen your understanding of Change by sticking with the following resources. Use this opportunity to note new insights and adhere to practices that will enhance your leadership journey.
Your Powerful, Changeable Mindset
Stanford Report
How to Change Your Mindset - Learn 7 Ways Today
Change Management Requires a Change Mindset
Harvard Business Review
(if you don’t have access to HBR)
