I used to work with a fun, sharp team that laughed every time someone said, “change is hard.” It became our inside joke—we’d say it over the smallest changes and crack up. Looking back, we were leading a big change effort that felt unending, and I think the laughter was pure stress relief.

Change fatigue is real. Future shock is real. Change and grief are close relatives. And because we all experience change differently, leading it can feel exhausting. From my own leadership experience and coaching others, one thing stands out: the biggest mistake is forgetting about the people side of change. If people feel left behind, we’ll see resistance, disengagement, tension, and even people leaving. These risks are preventable.

Are we bringing people with us, or leaving them behind? Questions to think about which can support going from hard, to constructive and meaningful for those involved:

1.     Clarity & Engagement
o  Are people clear on the vision for change, why it’s happening, and how it aligns with organizational goals?
o  Have their voices been engaged in shaping the change?

2.     Support & Readiness
o  What conditions are needed for success? How can we identify and address resistance, fears, and emotional responses?
o  Do people feel supported and equipped to navigate the change? What investments (e.g., skill-building) could help?

3.     Ongoing Engagement
o  How are people being involved throughout the process to prevent disengagement and change fatigue?
o  How are we ensuring no one is left behind, and that the change remains relevant and sustainable?

4.     Leadership & Accessibility
o  How are leaders demonstrating commitment and consistency in messaging and actions?
o  Are you available for discussions, concerns, and ideas from those leading and impacted by the change?

5.     Measuring Progress & Adjustments
o  How will we assess change acceptance, identify gaps, and course-correct as needed?

Leading change takes vision, empathy, curiosity, clear communication, patience, and grit. It’s about addressing concerns while helping people see themselves in the future you’re building. It’s messy and unpredictable, but when done right, it drives both personal growth and business success. The hard parts often lead to the biggest rewards.

What’s one thing you can do to make change feel easier for you and those around you?