When we reality-check the people side of change management, we see a grief process unfold. Change means losing what’s familiar—some embrace it, while others feel threatened or saddened. As leaders, we can either acknowledge and support this emotional journey or ignore it.

Uncomfortable with emotion, especially when leading others through it? That’s part of change leadership. It’s messy but rewarding as we build capacity over time.

What’s your learning edge in supporting people through change?