Navigating with a Change Mindset
Change used to be a chapter in the book of leadership, something you turned to when necessary. Today, it is the full narrative. Markets shift overnight. Technologies outpace policies. The only certainty is that tomorrow will look different from today.
For leaders, this requires setting aside fixed plans and developing the ability to adjust with focus and resilience. A Change Mindset is not about tolerating disruption. It is about learning to lead through it with purpose. It is the ability to recognize opportunity in uncertainty, to guide others with steadiness when conditions shift, and to see resistance as useful information, not a barrier.
In this session, you will explore how to strengthen a mindset that allows you to lead change with clarity and intention.
Self-Assessment:
Navigating with a Change Mindset
Please take a few moments to contemplate the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership approach?
1. When faced with a challenge, do I experiment and iterate, or freeze in planning mode?
2. Do I actively seek out new ideas, trends, and perspectives, even when they challenge my current thinking?
3. Am I willing to change my mind when presented with new evidence or ideas?
4. How do I react when team members suggest a different approach?
5. Do I create space for voices that challenge the status quo?
6. When unexpected changes happen, do I respond with flexibility or frustration?
7. How quickly can I shift direction when a plan is no longer working?
8. Do I encourage others to adjust and experiment when faced with uncertainty?
This self-assessment is a starting point for understanding your Change Mindset as a leader. Reflect on your responses, identify areas for growth, and consider seeking feedback. Your ECFL Leadership Coach can support you in strengthening how you lead through change.
Are You Built for Change?
Effective leaders are not only experienced. They are adaptable. It is not about sticking to one plan—it is about knowing how to adjust when plans fall apart. Even seasoned leaders can struggle when change threatens control or brings uncertainty. This is why a Change Mindset matters.
Change can be uncomfortable. Often, resistance shows up without warning. It may be frustration when a new system is introduced, or hesitation when a strategy shifts. These reactions are not problems to avoid. They are early signs of something that needs your attention.
Leaders who understand their own resistance are better able to lead with intention. When you can recognize your patterns, you can choose how to respond. This opens the door to reframing change as a sign of learning and growth, rather than disruption.
Mindset plays a central role in how you lead through change. Some leaders see change as something that disrupts expertise or throws off well-laid plans. Others see it as a chance to adjust, explore, and improve. A Change Mindset helps you stay flexible, sharpen your thinking, and continue to grow—even when conditions are difficult.
“You were born with the power to change others. You change people by the way you treat them. That is what changes the human heart.”
It also helps to recognize the stages of change. People often move through a series of responses—from initial shock to gradual acceptance. When you understand where you are in that process, and where your team is, you are better prepared to lead with clarity and patience.
Being ready for change doesn’t mean having all the answers. It means staying willing to learn, lead, and keep moving forward, especially when the outcome is still unfolding. The mindset you choose shapes how you lead through uncertainty and defines the leader you become. In today’s environment, the ability to embrace change may be one of your most important leadership strengths.
One of the most valuable tools for leaders guiding yourself and your team through transition is the Kübler-Ross Change Curve. Originally developed to describe how people experience grief, this model has been widely adapted to reflect how individuals respond to major change in the workplace.
The curve outlines a series of emotional stages people often move through during a transition:
Shock – The initial sense of paralysis or disbelief at the change.
Denial – A refusal to accept the change, often marked by clinging to the old way of doing things.
Frustration or Anger – Emotions rise as the reality of change sets in and control feels lost.
Depression – A dip in morale or motivation, sometimes seen in decreased engagement or productivity
Experimentation – Individuals begin testing new ways of working and considering alternatives.
Decision – A commitment to the new direction begins to take shape.
Integration – The change is accepted, and new behaviors become the norm.
Understanding this emotional journey helps you lead with empathy and intention. Instead of pushing for quick buy-in, effective leaders pay attention to where people are in the process. They communicate clearly during denial, provide support through frustration, and encourage experimentation when the team is ready to move forward.
This model also highlights the importance of a Change Mindset. Leaders are not outside the curve—they move through it too. When you recognize your own resistance and respond with openness, you set the tone for others. This builds trust, normalizes the experience of change, and creates a safer environment for teams to adapt and engage.
“Change your thoughts and you change your world.”
Understanding the emotional side of change is essential, but the real impact comes from how you lead through it. Leaders with a Change Mindset bring clarity, steadiness, and momentum when others feel uncertain.
The four practices below offer practical ways to support your team and model adaptability during times of transition:
B – Be Aware of the Curve
The Kübler-Ross Change Curve reminds us that change is an emotional journey, not just a strategic shift. Leaders must stay aware of where individuals and teams are on the curve. Are they in denial? Frustration? Experimentation? Being aware allows you to lead with empathy rather than impatience. It helps you normalize the discomfort and remind people that resistance is a natural part of growth. Your awareness becomes your superpower.
Best Practice: Check in frequently—not just on progress, but on how people are feeling about the change. Tailor your support accordingly.
E – Encourage Experimentation
Once the initial resistance begins to soften, the experimentation stage is a critical turning point. Leaders with a Change Mindset know this is where momentum builds. They give their teams permission to try, fail, and learn.
Best Practice: Create a low-risk environment for testing new ideas. Celebrate small wins, and reframe mistakes as data for growth.
S – Show the Way
Change requires clarity, and people look to their leaders for cues. Leaders who model a growth mindset don’t pretend to have all the answers. They demonstrate curiosity, flexibility, and resilience. They communicate openly and remain steady even when the path forward is unclear.
Best Practice: Be transparent about your own change journey. Share what you’re learning, what’s challenging you, and how you're adapting.
T – Turn Resistance into Reflection
Resistance isn’t the enemy—it’s a signal. Instead of dismissing pushback, great leaders get curious. What fear, habit, or belief is behind the resistance? What matters to this person (or yourself) that’s being disrupted?
Best Practice: Ask reflective questions, such as: “What’s hardest about this change for you?” & “What support would help you move forward?”
As you continue your development through The Areté Way, the next session will explore how to lead through uncertainty with clarity and confidence. These moments are not just challenges to manage—they are opportunities to think more creatively, respond with intention, and strengthen the kind of leadership that brings stability, focus, and progress when it matters most.
Reflection Questions for Supervisors:
How do I respond when plans or expectations change during daily operations?
What helps me stay calm and focused when things don’t go as planned?
How can I encourage my team to try new approaches when facing challenges?
What small steps could I take to be more open to change at work?
Elevate your understanding of Navigating with a Change Mindset by taking flight with the following resources. Use this opportunity to navigate, uncover, and expand the horizons of your leadership influence.
Your Powerful, Changeable Mindset
Stanford Report
How to Change Your Mindset - Learn 7 Ways Today
Change Management Requires a Change Mindset
Harvard Business Review