Hello, and happy Monday.
First a quote: “You can’t stop the waves, but you can learn to surf.” – Jon Kabat-Zinn
I submit “change fatigue” is real.
In today’s fast-paced world of never-ending change, it doesn’t take long for even the most resilient of people, teams, organizations, —or leaders—to feel worn down by yet another “pivot,” “transformation,” or “new normal.”
Unfortunately, constant change is the new norm. And, as apparent to almost everyone, the pace of change continues to accelerate.
“If the rate of change on the outside exceeds the rate of change on the inside, the end is near.” — Jack Welch .
If you’re new to the business world, maybe even early in your career as a manager, it is possible no one mentioned that your role as a leader might feel like constantly herding people through relentless change. It can feel like one finish line after another… only to find out there’s yet another race ahead and it has already begun.
To make things worse, changes now seem to overlap with each other in waves. Most of us would feel fortunate to focus on one change at a time. Rarely is that the case today.
Change used to be an event. Now, it’s the environment we live and work in. And while seasoned leaders may have developed their own “change muscles,” newer managers often find themselves trying to support their teams while still trying to understand and process the change themselves. If that sounds familiar, you’re not alone—and you’re not doing it wrong.
This phase is sometimes described as: “leadership in the liminal space”— that uncomfortable, foggy middle ground between what was and what will be. Think of thresholds or transitions.
So how do you lead others through “change fatigue” when you’re feeling it too?
Here are five possible strategies for your consideration. The focus is on building your “change-leadership muscles,” especially in the face of fatigue, weariness, resistance, or uncertainty:
1.) Normalize the Topic and Conversation
Don’t say, or pretend, the change will be easy! People see through false cheer-leading. Instead, create space for open, honest conversations about what’s difficult and why. Ask questions like:
-
“What part of this change is most challenging for you right now?”
-
“What’s one thing I can do to help you feel more supported?”
-
“Looking at this change through your lens, what obstacles do you see or anticipate?”
Note: Acknowledging struggles doesn’t make a person weak—it makes them trustworthy.
2.) Lead by explaining the “What, Why, and Why Now” prior to “What’s Next.”
In the midst of change fatigue, logic alone isn’t enough. People don’t just want to know what’s happening—they want to understand “the why” behind the change. Why this change? Why now? Why does it matter?
When faced with a pending change, almost all of us tune into an FM radio station called WII-FM radio . This stands for “What’s In It For Me?
Whenever possible, answer the WII-FM question! Include insights into, “What will change? What will remain the same?”
As John Kotter reminds us, “People change what they do less because they are given an analysis than because they are shown a truth that influences their feelings.”
3.) Revisit the Palm Trees on the Horizon
When the journey feels long, remind people where they’re going. Recast and continually repeat and reinforce the vision. Repaint the picture. Reaffirm the purpose. Ask yourself, “Have I talked about our direction more than our deadlines?”
In addition to the data and research supporting the change, describe what the future will look like, help them visualize the new world after the transitions have been made. Remember:
Data informs… Vision inspires!
4. Check the Emotional Fuel Gauge
Think of your team like a vehicle navigating a long road trip. Is it running low on fuel? Are the warning lights blinking? Do you see, or sense, change fatigue? Do you need a quick “pit-stop” to refresh and refuel?
Build in opportunities for recharging:
-
Establish short-term milestones to show visible forward progress.
-
Celebrate small wins.
-
Encourage breaks.
-
Lighten the tone when possible.
-
Be (the calm,) not just the commander.
You can’t lead others if you’re running on fumes yourself. See addition articles below.
5. Model Change Capacity—Not Perfection
Your people are watching how you respond to change. Here is an example:
Just like passengers on a turbulent flight watch how flight attendants respond to turbulence at 30,000 feet; the people you lead are watching how you respond to the announced changes. By watching the flight attendants, the passengers decide how concerned they should be about the turbulence. That is likely the same with your team. They’re watching you to help determine how concerned about the future they should be.
As leaders of change, people don’t expect you to have all the answers, but they are likely trying to assess if you’re flexible, honest, and open to learning as well.
Where possible, role model how you’re adapting to the same changes. Let them see you breathe through frustration. Let them see you grow. That’s where real influence begins.
Another lesson I learned from experience is that it is rarely wise to tell people the changes will be easy, and they will love it once implemented. I suggest including the following ideas:
-
While the pending changes have been well planned, we do expect a few bumps in the road. That is a normal part of the change process.
-
We invite your help in watching out for those bumps, and more importantly, help us avoid or repair them.
-
We know this will be difficult, we appreciate your help.
-
Let’s get through this together. Let’s use our collective strength for support.
Final Thought:
In aviation, pilots are trained to fly through turbulence by trusting their instruments and staying calm—not by fighting the wind. As a leader, your job isn’t to make the change go away. Your role is to keep the plane steady long enough for others to believe they’ll land safely on the other side of the storm.
It’s okay to feel tired. It’s okay to feel uncertain. But don’t forget—leadership is less about having all the answers and more about being a steady presence when answers are hard to find.
How will you love, live, or lead, differently, or better, this week?
Bonus Quotes Below.
Related MMM Articles:
Sincerely,
Bryan Yager
“Expanding Your Capacity for Success”
Do you know someone who might benefit from this weekly leadership minute? If so, please feel free to pass along the subscription link below:
-
On LinkedIn: Click here to subscribe to the MMM newsletter on LinkedIn. (Recommended)
-
Via email: Click here to subscribe to MMM and have it sent directly to your email inbox each Monday. (Please note, I plan to discontinue this service in the future.)
Bonus Quotes:
-
“The world hates change, yet it is the only thing that has brought progress .” – Charles Kettering
-
“If you’re going through hell, keep going.” —Winston Churchill
-
“In times of change, the learners will inherit the earth.” —Eric Hoffer
-
“Change is inevitable. Growth is optional.” —John C. Maxwell
-
“The greatest weapon against stress is our ability to choose one thought over another.” —William James
-
“Resilience is not about bouncing back. It’s about bouncing forward.” —Unknown
-
“We know that leadership is very much related to change. As the pace of change accelerates, there is naturally a greater need for effective leadership.” – John Kotter
-
“Change is inevitable in life. You can either resist it and potentially get run over by it, or you can choose to cooperate with it, adapt to it, and learn how to benefit from it. When you embrace change you will begin to see it as an opportunity for growth.” – Jack Canfield
-
“In life, change is inevitable. In business, change is vital.” – Warren G. Bennis
-
“Progress is impossible without change; and those who cannot change their minds cannot change anything.” – George Bernard Shaw
