Evolving Through Change: 3 Power Moves for Leaders & Teams

Change used to be an event. Now it’s the environment we all work in. 

New tools, reorganizations, shifting priorities—none of that is slowing down. The real question is: How do we behave differently so we can thrive in continuous change? 

Below are the top three behaviors for leaders and team members that make the most significant difference. 

For Leaders: 3 Behaviors That Shape Healthy Change 

1. Make Sense, Not Just Announcements 

It's crucial to remember that people don't just need to know what is changing—they need to understand why and what it means for them. This understanding is key to their involvement and support in the change process.

Try this: 

• Always connect the change to a clear purpose: safety, customer value, strategy, efficiency. 

• End change updates with: 

"What feels clear, and what's still a little fuzzy?"  This shifts you from broadcasting information to helping people make sense of what's happening. 

2. Define Behaviors, Not Just Deliverables

Project plans and timelines matter, but behavior is the fundamental unit of change. 

Try this: 

• Be explicit: "In the old way, we did ___. In the new way, we'll do ___ instead." 

• Identify 3–5 key behaviors that signal success. 

• Model those behaviors yourself in visible, practical ways. 

If no one's behavior changes, the change hasn't really happened—no matter what the slide deck says. 

3. Protect Capacity, Not Just Push Through

Change fatigue is often the result of overload without prioritization. 

Try this: 

• Ask regularly, "What can we pause, stop, or simplify to make room for this?" 

• Avoid stacking multiple heavy changes on the same people at the same time. 

• Make it safe for your team to tell you when capacity is maxed out. 

Healthy change isn't about doing more. It's about doing what matters with the energy you have. 

 For Team Members: 3 Behaviors That Build Resilience 

 1. Choose Co-Creator Over Passenger

It’s tempting to think, “They are doing this to us.” That mindset increases stress and decreases your influence. 

Try this: 

• Ask, “Where do I have a voice in this change?” 

• Offer ideas: “Here’s one way we could make this easier or more effective.” 

• Volunteer for pilots or feedback groups when you can. 

Seeing yourself as a partner in change gives you more control and helps the change land better for everyone. 

2. Get Curious Before Getting Critical

Skepticism is OK. Cynicism drains everyone. Curiosity, on the other hand, sits in the middle and opens doors to new possibilities. 

Try this: 

Before saying, “This will never work,” ask: 

• “What problem is this trying to solve?” 

• “What will success look like if this works?” 

• “What are the risks if we don’t change?” 

You don’t have to agree with every decision, but curiosity helps you respond thoughtfully instead of reactively. 

3. Give Specific, Constructive Feedback Upward

Leaders can’t fix what they don’t see. Your day-to-day experience is data. 

Try this: 

When something isn’t working, frame it as: 

• What you’re seeing: “The new process adds about 10–15 minutes per request.” 

• Impact: “That means we complete fewer tickets per day.” 

• Idea: “Could we pre-fill these fields or remove steps X and Y?” 

Specific, respectful feedback helps shape the change and shows that you’re invested in making it work. 

Evolving Together

Change is inevitable. How we move through it is where the opportunity lies. 

• Leaders who make sense of change, focus on behavior, and protect capacity create environments where people can do their best work. 

• Team members who co-create, stay curious, and communicate clearly help turn change into tangible, measurable progress. 

PowHer Point 

You don’t need to adopt all six behaviors at once. Pick one leader behavior or one team behavior and practice it consistently for the next 30 days. That’s how real evolution happens—one behavior, one conversation at a time.