Benjamin Franklin is credited with writing, “In this world, nothing can be said to be certain, except death and taxes.” It seems change was as constant in Ben’s day as it is in today’s business environment. Whether driven by growth, market shifts, or innovation, organizational change, especially structural or leadership transitions, can be both challenging and catalytic.

If your organization is navigating a change or considering one, you’re not alone. Many leaders are rethinking team structures to better align with strategy, efficiency, and future readiness. Below are key principles we’ve found valuable when leading or supporting change efforts, insights we hope will support you on your journey.

Start with Purpose

Before communicating any change, revisit your organization’s core purpose. Structural shifts should serve a strategic aim, whether that’s improving customer experience, enhancing responsiveness, or accelerating innovation.

When teams understand the why, they’re more likely to align with the how. Purpose brings clarity and clarity fuels action. After all, we’ve never met someone who was both confused and productive at the same time.

Example: A nonprofit undergoing restructuring started by restating its mission to eliminate food insecurity. This clear purpose helped staff understand that moving roles and consolidating teams wasn’t about cost-cutting, it was about expanding impact.

Align Leadership First

During change, leadership alignment is critical. A united leadership team provides stability, clarity, and consistency in messaging, especially during uncertain moments.

Alignment doesn’t mean having all the answers. It means leaders show up visibly, speak the truth, and remain accessible. Empathetic leadership fosters trust. And trust builds the momentum needed to navigate change successfully.

Example: Before rolling out changes to field operations, a regional leadership team held a full-day alignment session. They identified common messages, anticipated tough questions, and agreed to present a unified front to their teams which built trust from day one.

Communicate (Early, Often, and Humanly)

Change management is people management. Transparent, consistent communication helps address uncertainty before it becomes resistance.

In the absence of answers, silence can speak louder than words. Even saying, “We’re still working through this, here’s what we know today,” can help teams feel informed and grounded.

Example: A tech company CEO sent weekly “Friday Updates” during a major reorganization even when little had changed. The messages were brief, honest, and personal, and they helped reduce anxiety and rumors across the organization.

Co-Create, Don’t Just Roll Out

One of the most effective ways to build resilience during change is to design it with your people, not just for them.

Invite input early and often. Ask:

• What would help you thrive as we move through this change?
• What does success look like from your perspective?

Transparency about progress, milestones, metrics, and even missteps builds trust. When employees see themselves in the process, they move from passive observers to active participants. Change sticks when it’s owned by each individual.

Example: Instead of dictating a new workflow system, a logistics company formed a cross-functional team of frontline staff to co-design the rollout. As a result, adoption was smoother, and feedback was built into every phase.

Plan for the Dip… and the Lift

Most change follows a predictable pattern: initial excitement, followed by disruption, then eventual clarity and improvement. Anticipating this “disruption dip” is essential.

Consider building support systems: coaching, training, and time to adapt. Just as important, plan for the lift. Celebrate progress. Reflect on growth. Reinforce the behaviors that are driving transformation.

Example: After centralizing its customer service team, an organization saw service times worsen temporarily. Leadership acknowledged the dip, added short-term staffing support, and kept reinforcing long-term goals. Within six months, customer satisfaction exceeded pre-change levels.

A Final Thought

Change is never simple, but it can unlock extraordinary opportunities. With a clear purpose, strong leadership alignment, and a people-first approach, change can become a source of energy, growth, and long-term success.

If you’re navigating change or preparing for what’s ahead, we’re here to support you.

Leap Solutions, a division of George Petersen Insurance Agency, is a diverse group of highly skilled management, organizational development, executive search and recruitment, and human resources professionals who have spent decades doing what we feel passionate about: helping you feel passionate about what you do. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

To print this article,  Click Here