Change management in people-oriented leadership requires guiding and supporting individuals through organizational changes by prioritizing individual employee needs, emotions, and well-being. The change management approach emphasizes empathy, communication, and active involvement of employees to ensure a smooth transition. The main change management models are ADKAR, Prosci, and Kotter.
People-oriented leadership, which emphasizes empathy and communication, stands out by prioritizing the well-being and development of employees. Research shows that models like ADKAR and Kotter’s 8-step model enhance change management success by addressing individual barriers and providing structured approaches.
Below are 6 things to know about change management in people-oriented leadership:
1. Stress and Negative Emotions affects change management
2. Human-Centered Leadership improves change management
3. Change Resistance can be overcome
4. Effective Change Management Strategies Sets Clear visions
5. Leadership and Communication are Integral parts of Change management
6. Leadership Styles and Application influences Change management
1. Stress and Negative Emotions Affects Change Management
The impact of Stress and Negative emotions happens when negative emotions significantly disrupt organizational success, leading to resistance, disengagement, decreased productivity, and burnout. Negative emotional challenges undermine employees’ motivation, impair performance, and elevate resistance to change. Stressed leaders find it difficult to effectively support their teams, exacerbating the challenges of change management.
Leaders address stress issues by providing both emotional and practical support, fostering an environment where employees feel safe to voice concerns, and modeling resilience. According to Elizabeth Perry (2023), poor mental health results in approximately 12 days of unplanned absences per employee annually, compared to a 2.5-day average, and depression alone costs U.S. businesses up to $44 billion in lost productivity each year, which highlights the importance of proactive leadership in managing stress and fostering well-being to ensure successful change initiatives.
2. Human-Centered Leadership Improves Change Management
Human-centered leadership is focused on prioritizing employees’ needs, well-being, and development through empathetic and supportive practices. Human-centered leadership fosters a positive work environment and helps overcome resistance to change.
Research by Errol Gardner shows that while negative emotions rise by 25% during successful transformations, positive emotions increase by over 130% in underperforming ones, underscoring the importance of addressing human factors. Human-centered leadership raises the likelihood of success to over 70%.
Leadership development programs centered on emotional intelligence, active listening, and conflict resolution enhance people-oriented skills and lead to higher employee engagement, productivity, and commitment. A study by the National Library of Medicine found that coaching, typically conducted over four months, resulted in a 46% increase in developmental growth and skill enhancement.
Organizations embracing people-oriented leadership are more likely to retain top talent, navigate challenges effectively, and create a supportive, trusting environment.
However, people-oriented leadership is challenging due to individual needs and organizational complexities, and if poorly executed, results in indifference, distrust, disengagement, high turnover, and a toxic culture. Human-centered leadership is a crucial shift from task-focused leadership to a people-centered approach that drives engagement, trust, and goal achievement.
3. Change Resistance can be overcome
Overcoming change resistance is addressing the threat rigidity cycle, where individuals resist change due to perceived threats to the status quo. Effective leaders break the resistance cycle by balancing empathy and compassion, addressing employees’ fears, and reducing resistance, creating a safe, open environment where employees feel comfortable voicing concerns is key.
Erol Gardner et al. (2020) found that 71% of workers believe clear communication about why change is needed enhances transformation success, increases employee satisfaction, and reduces resistance. Additionally, 44% of respondents in high-performing transformations reported that the organization’s culture encouraged new ways of working, compared to 28% in low-performing transformations.
4. Effective Change Management Strategies Sets Clear Visions
Effective change management strategies prepares the organization with a clear vision, strong leadership, employee engagement, and continuous reinforcement. Leaders consistently communicate the vision, involve employees, and model desired behaviors.
According to Gartner (2024), while organizations have undergone major changes, only 34% of these initiatives are considered clear successes. Leaders create a supportive environment with adequate resources, training, and regular progress reviews to identify gaps and ensure effective implementation, which helps address employee concerns, fosters participation, and leads to successful and sustainable change.
5. Leadership and Communication Are Integral Parts of Change Management
Leadership involvement and communication are where leaders are fully engaged in the change process, emphasizing open communication, prioritizing employees’ needs, and fostering a supportive environment to build trust and engagement.
Leaders navigate the complexities of change and drive successful outcomes by addressing employees’ emotional and psychological needs. Research shows that a well-executed change management strategy increases success rates by 22%, reduces implementation time by 1/3, and saves up to 12 hours per employee per week on change-related tasks.
Effective leadership involvement, with clear communication and active engagement, enables the development of practical strategies for successful change implementation.
6. Leadership Style and Application influences Change management
Leadership styles are frameworks for understanding how individuals become effective leaders, examining traits, behaviors, and situational factors. Leadership styles for change management include Transformational Leadership, Servant Leadership, and Adaptive Leadership, each of which drives change, focuses on followers’ needs and promotes flexibility and collaboration.
A 2022 study by Employ J. emphasizes that leadership is a multidisciplinary field, drawing from Business, Management, Social Sciences, Psychology, and Arts, with servant leadership particularly focusing on the relationship between leaders and followers. A review by Human Resource Development International found that transformational leadership explained 42% and 50% of the variance in trust in supervisor and leader-member exchange, respectively.
Transactional leadership, in contrast, is limiting in dynamic environments due to emphasis on routine, whereas people-oriented leadership theories enhance change management, fostering innovation and adaptability by prioritizing employee well-being.
How does people-oriented leadership differ from other leadership styles in managing change?
People-oriented leadership differs from other leadership styles in managing change because people-oriented leadership prioritizes employee well-being, development, and trust, reducing resistance to change through open communication and collaboration. People-oriented leadership values employees and actively involves employees in the change process, leading to higher engagement. A study by the National Library of Medicine found that empowerment (73%) and team cohesion (52%) are key factors in creating a people-oriented environment that boosts engagement. Task-oriented leadership, in contrast, focuses on achieving goals and maintaining order but overlooks emotional aspects, potentially increasing resistance during change initiatives.
“Effective Leadership Styles in Management”, such as transformational, coercive, and authoritative leadership are crucial for navigating change. Transformational leadership builds trust and morale, coercive leadership excels in crises requiring fast decisions, and authoritative leadership is effective in solving complex problems.
Understanding people-oriented leadership styles, alongside the role of empathy, is essential for selecting the right approach to manage change and ensure employee well-being and engagement.
What role does empathy play in managing organizational change?
The role empathy plays in managing organizational change is to leaders understand employee concerns, foster trust, and enhance communication during organizational change. Leaders who demonstrate empathy build stronger collaboration, reduce resistance, and promote a culture of inclusivity, ensuring employees feel valued and heard.
Empathetic leadership creates a positive culture by fostering respect and inclusivity, which decreases resistance and drives long-term success. Practical strategies include one-on-one meetings, open discussion forums, emotional intelligence training, and continuous feedback systems to address concerns effectively. Embedding empathy in leadership, organizations become more adaptable and resilient, boosting employee engagement, performance, and the successful implementation of change initiatives.
Why is involving employees in the change process important?
Involving employees in the change process is important because involving employees drives commitment, ownership, and smoother transitions. Active participation boosts decision-making, communication, and adaptability, ensuring successful outcomes. A survey by Achievers revealed a significant drop in job-seeking intent—34.7% in 2019 compared to 74% in 2018—despite 70.1% of employees reporting low engagement, which shows how inclusion in processes like change initiatives elevates morale and retention.
Exclusion leads to disengagement, resistance, and failure to embrace change. Effective involvement balances input with organizational goals, fostering trust, alignment, and adaptability while ensuring employee engagement and well-being.
How does communication help to management change?
Communication helps leaders change the way management understands and addresses employee concerns, emotions, and resistance, ensuring a clear understanding of the change vision, goals, and steps and ultimately driving a successful change process. A study in the Harvard Business Review found that 75% of change initiatives fail due to poor communication, which increases employee resistance.
A manager’s Effective Communication Skills such as active listening, improves employee engagement by 74% as shown by the Workforce Institute at UKG. Assertiveness to set clear expectations, and maintaining eye contact to build rapport and trust help alleviate concerns, encourage open dialogue, build trust, demonstrate respect, and solidify employee focus.
A survey conducted by Willis Towers Watson found that companies with highly effective communication practices experienced a 47% higher total shareholder return compared to those with poor communication practices. Communication is crucial for navigating organizational change effectively, including choosing the right change management models and ensuring the well-being and engagement of employees, fostered through skills like active listening and collaboration.
What change management models are most effective in management?
The most effective change management models are Prosci’s ADKAR Model, John Kotter’s 8-Step Process, and the Unfreeze-Change-Refreeze model. Prosci is renowned for developing the ADKAR model, which helps organizations manage change by addressing the human side of change through five key stages: Awareness, Desire, Knowledge, Ability, and Reinforcement. John Kotter’s 8-Step Process includes steps like creating urgency, forming powerful coalitions, and embedding new approaches into the organizational culture.
The Unfreeze-Change-Refreeze model by Kurt Lewin divides the change process into three stages: Unfreeze, Change, and Refreeze. Other notable change management models include McKinsey 7-S, Nudge Theory, Bridges Transition, Kübler-Ross Change Curve, Satir Change Model, and PDCA Cycle, each offering unique frameworks to navigate the complexities of change.
Can a Growth Mindset in Employees Help Reduce Resistance to Change?
Yes, a growth mindset in employees can help reduce resistance to change. Based on Carol Dweck’s concept, a growth mindset emphasizes the belief that abilities and intelligence are developed through effort and learning. A National Library study showed that growth mindset interventions increased challenge-seeking behavior among low-achievers from 37% to 53%.
A growth mindset encourages openness, resilience, and adaptability, making employees more receptive to change and innovation. A fixed mindset leads to fear of failure and resistance, particularly in cultures prioritizing stability. Promoting a growth mindset equips organizations with a workforce ready to embrace challenges and drive transformation.