Navigating Change: A Guide to Human Connection and Effective Communication Through Change
Human resistance is still one of the biggest factors that cause change projects to fail.
“70% of change programs fail to achieve their goals, due to employee resistance and lack of management support.”
So, how does change feel? What is the human experience that leads to resistance?
That might depend on the where you are in the process…
Change: The process is a transition; a letting go of what was, to accept what is becoming and allow what will be.
Because we are completely unique individuals, change will feel different to everyone of us. And this is what makes change so hard to predict and manage.
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For Leaders: Are you at the helm of change, as a leader or agent of change, there are many decisions to make and each one has an impact on the success of the project but also the people who are impacted by the change.
Why your project is likely to fail:
Poor communication (62%),
Insufficient leadership and support (54%),
Organisational politics (50%),
Lack of understanding of the purpose of the change (50%),
Lack of user buy-in (42%)
Lack of collaboration (40%) as the most critical issues.
These factors pain a damaging picture. But change is normal, right?
Change is constant, from career shifts to societal transformations, change reminds us that nothing is permanent. And in this continuous change, is an opportunity for growth, adaptation, and above all, human connection.
Change is the only constant, a truth that echoes through every aspect of our lives, through nature, through the changing of the seasons.
I have had my twists and turns, from the seeds of a career in psychiatry to, retraining in PR and communications, moving from the UK to The Netherlands, having children, losing family and friends, choosing a new career, retraining as a coach, building a new business. As soon as I got settled, something new changes.
Exercise: What changed for you?
- List 10 changes in your life.
- Then write one word to capture how each change felt.
- Notice what is the same and what is different.
Like the seasons, life transitions from one phase to another, and with it, our roles and aspirations evolve.
Ancient human wisdom teaches us that, our body is undergoing change all the time. Nature is undergoing change all the time. The world is undergoing change all the time.
Organisational Change
Every organisation experiences organisational change, an inevitable requirement for growth and survival. Despite this, studies have shown that between 50% and 70% of planned change efforts fail.
Sadly, the fact that organisational structure and information systems are given priority over humans during the change process is one factor in these change failures.
In this realisation I was inspired to apply my Human Connection Model to change management and change communication.
The model itself is a blend of neuroscience, behavioural science, and ancient wisdom aimed at fostering genuine connections in an ever-changing world.
Here's how the Human Connection Model can empower you to lead humanly through change:
Listening with Compassion: Start by truly listening, with a heart full of empathy and a genuine desire to understand. In the cacophony of change, the simple act of listening can serve as an anchor, grounding us in the present moment and forging bonds of trust with those around us.
Cultivating Curiosity: Embrace a spirit of curiosity, challenging beliefs, assumptions, and decisions. In a world where uncertainty reigns supreme, curiosity acts as a beacon of light, illuminating new possibilities and pathways forward.
Leading with Courage: Courage is not the absence of fear but the willingness to act in spite of it. As leaders, we must embody courage, making the tough decisions and standing up for what is right, even when the path ahead seems daunting.
Embracing Creativity: Tap into the boundless well of creativity that resides within each of us. In times of change, creativity is our greatest ally, enabling us to envision new horizons and innovate solutions to age-old challenges.
Change is a constant, but it doesn't have to be hard. By embracing the principles of the Human Connection Model, we can forge deeper connections, foster resilience, and navigate change with grace and kindness.
Communicate with focus on humans (and beyond)
Agility and adaptability is the key to staying on relevent and being impactful in communications. Organisations are evolving rapidly, spurred on by digitalisation and the need to adapt to changing market dynamics. However, communicating change effectively requires more than just traditional methods—it demands a human-centric approach that resonates with people on a deeper level.
To navigate this terrain, consider the following principles of human-centred change communication:
Seeing through a human lens: Shift your perspective and view communication through the lens of humanity. Understand the fears, aspirations, and needs of the people you are communicating with, and tailor your message accordingly. Use story and emotion to connect.
Connecting and involving people who are involved: Talk to leaders and managers early and often in the change process, build clarity and foster compassion. Build an understand and make time for questions. Their support, is the foundation for successful change implementation.
Open, timely and relevant communication: Share what you can when you can, and stick to your commitments. This creates a sense of trust, connection and belonging. Keep the lines of communication open, inviting feedback and dialogue at every step of the journey.
Embracing emotions: Emotions are not good or bad—they are clues about what matters most. Vital data points that inform our decisions and actions. Encourage emotional expression and agility. Empower people to acknowledge and accept their feelings with curiosity and compassion. Only then can they change into something new.
Warning! Change-washing destroys trust.
Avoid Change-washing is when we make grand promises of change without delivering tangible results. It is a pitfall that many organisations fall into.
Instead of ‘selling in’ Performative Change, where our decisions and actions give the appearance of progress without meaningful impact. Focus on implementing real, sustainable change that addresses the root causes of the challenges your organisation faces. Sometimes that might mean going back to some deeper research and listening.
Remember, change is not about empty promises—it's about taking tangible steps towards a better future, one grounded in authenticity and integrity.
Last words
So as you navigate constant change, be intentional in how you plan for and make space for human connection, effective communication, and a more compassionate way to handle change.
If you need support, or simply want to brainstorm with me get in touch
Further reading and References:
Yoga Sutras of Patañjali is a collection of Sanskrit sutras (aphorisms) on the theory and practice of yoga
Hughes, M. (2011). Do 70 per cent of all organizational change initiatives really fail? Journal of Change Management,11(4), 451–464. https://doi.org/10.1080/14697017.2011.630506
Cooke, F. L., Wood, G., Wang, M., & Li, A. S. (2021). Riding the tides of mergers and acquisitions by building a resilient workforce: A framework for studying the role of human resource management. Human Resource Management Review,31(3),100747. https://doi.org/10.1016/j.hrmr.2020.100747
