Change is never just about process — it’s about people.

In this episode of the Instinctive Drives podcast, we explore 10 practical tips for change leaders who want to move beyond managing change and start creating real momentum inside their teams.

1. Keep the vision alive

Inspiring others to follow - and remain energized - requires a compelling picture of the goal and its big-picture benefits, especially in the face of practical challenges, unforeseen setbacks, or the hard yards of implementation.

2. Stay aware & in touch

Leaders who stay connected with those 'hands on' with the change execution and/or experiencing its impacts, remain alert to people's emotional responses to change and so better able to show genuine empathy and target support.

3. Be authentic

Change leaders who stay true to themselves and pay attention to what they need to stay in stride show others that 'putting your own oxygen mask on first' is not just OK, but critical to being at your best and so best placed to able to support others.

4. Show vulnerability

Being open about their own journey with change, including their hopes and fears and owning things that they could have handled better or differently will help change leaders build rapport with those critical to successful implementation.

5. Be congruent

Change leaders can learn very hard lessons when they expect others to follow the new behaviours and protocols required of change initiatives but don't hold themselves to the same level of accountability – be the role model!

6. Be adaptable

Change rarely takes a linear path, so remaining flexible and encouraging this in others is a high priority for effective change leaders but needs to go hand in hand with recognizing that, for some, this may be more challenging than others.

7. Communicate

Information vacuums – and a lack of clarity and transparency in what messaging there is – frequently leads to mistrust during change implementation. Effective leaders will ask people what they need and invite feedback and questions.

8. Be inclusive

The need to consult those being impacted or executing change may be obvious, but smart change leaders realize this goes beyond 'doing the right thing' and taps into the diverse perspectives and talents critical to making change a success.

9. Make it safe

Whether to speak up, ask for help, or vent frustration. Change leaders who make people feel able to do so without fear of judgement or criticism are more likely to surface issues sooner, engage others in solutions and avoid facing bigger issues later!

10. Collaborate

Change leaders who role model collaboration across teams, hierarchies, and functions encourage similar behaviour in others, helping build relationships, 'take others on the journey' and leverage a diversity of talents to deliver positive change.