If you’ve been impacted by change in Q1, you’re not alone.

My conversations with clients have covered navigating everything from organizational restructures to new system implementations to leadership transitions.

Change can cause upheaval. So, what can be done to minimize the disruptions that seem inevitable during transitions?

Here are 3 reflections on what I’m hearing and what’s working:

Takeaway 1: Middle managers are carrying more weight than anyone realizes.
Senior leaders announce the change. Individual contributors experience it. But middle managers? They’re tasked with translating strategy into reality while managing their teams’ anxiety AND their own.

→ The organizations that invest in equipping this group see dramatically better outcomes.

Takeaway 2: Communicate, communicate, communicate!
The organizations that are handling change well are focused on communication. Weekly updates, town halls, and even “we are still figuring this out” can help calm the waters. Providing multi-directional forums for not only communications but also conversations reap benefits.

→ Communicating consistently and frequently is more important than having the “perfect” message.

Takeaway 3: Resistance isn’t the enemy. Presence of productive resistance is a sign of progress, not failure.
In a recent conversation, a manager was thrilled that “no one pushed back” during the rollout of a major change. Three months later, adoption was at 30%. Silence seemed to indicate acceptance, but in truth, it was a sign that there was confusion and a lack of engagement.

→ Don’t fear healthy debate. It can equal real buy-in later.