Leading with Heart, Wisdom, and Courage

When winds shift and the course ahead is uncertain, it’s not just strategy that carries us forward—it’s our presence.

As we’ve explored in this series—from Steering the Ship Through Changing Tides to Navigating the Journey the Bridges Way—leadership during change requires more than decisive action. It calls for heart. It calls for wisdom. And yes, it calls for courage.

This third piece in our series is about integrating all three—heart, wisdom, and courage—as an operating system for leadership. Especially when the stakes are high and the fog is thick.

In my decades of work guiding executives and teams through complex transformation, one thing has remained constant: how we lead during transition is often more important than what we do. It shapes the culture we’re creating, the trust we’re building, and the resilience we’re strengthening along the way.

Here are three simple but powerful practices that support meaningful change across any initiative, industry, or environment.

Tap into the Power of Stories

Stories unite, inspire, and remind us of our resilience. 

If you're in the midst of leading change—whether it’s restructuring, innovation, or renewal—don’t underestimate the power of story to connect, inspire, and unify your team.

An example from a client: Early in my career, I worked with a healthcare organization navigating a massive shift in leadership and service delivery. What carried the team through wasn’t just the new vision statement—it was the story of a frontline nurse who, despite uncertainty, leaned into the change and found new ways to advocate for patients. The story that spoke to what was required, along with insight into what happened, rippled throughout the organization. It created hope and buy-in far more effectively than a slide deck a leader may have prepared.

What stories are you telling to unite, inspire, and remind people of their resilience? Here are three thought prompts to get started:

• Share examples of how your team has overcome challenges in the past; focus on major or recent challenges that most can relate to.

• Illuminate the small wins and turning points; it’s a way of inspiring action.

• Invite others to share their own stories. People like to “help,” and sharing a “success story” is engaging!

This simple act of storytelling humanizes the transition, makes progress tangible, and reinforces your team’s capacity to grow together.

Commit to Checking In

In times of change, it’s easy to rush to the agenda. But if we bypass the human experience, we miss what’s most essential—people’s energy, attention, and emotion.

One of the most impactful tools I offer my clients is also the simplest: Start every meeting with a check-in.

This doesn’t need to be elaborate. Try something like:

• “What’s one win from your week?”

• “What’s something that’s energizing—or depleting—you right now?”

• “What’s one word that describes how you’re arriving today?”

• “What’s one thing you’d like to leave this meeting with?”

Lead with active listening. When you start by making space for people, you shift the tone of the meeting, build trust in the room, and help your team show up more fully.

Example: In a recent leadership retreat I was responsible for facilitating, a simple check-in question led to an insight that transformed how the team prioritized their next 90 days. One moment of human connection created clarity and alignment we couldn’t have reached with business talk alone.

Tip: Build a list of go-to check-in questions to use at any time. Rotate them. Let different team members lead. Make it part of your rhythm and practice.

Make Clarity a Campaign

Change often brings more questions than answers. And uncertainty, left unaddressed, creates a vacuum that fear will quickly fill. Be aware of the usurping power of fear!

The antidote? Clarity.

Clarity isn’t a one-time memo. It’s a leadership campaign—one that requires consistent, transparent, and empathetic communication.

In unclear times, be crystal clear about:

• What hasn’t changed – your values, your mission, your unwavering commitment to excellence.

• What has changed – processes, priorities, expectations.

• What’s next – immediate goals, upcoming milestones.

Clarity gives people ground to stand on. Even if the path ahead is evolving, they know what they can count on—and what they’re moving toward.

Example: An executive in a global tech firm created a “What We Know / What We Don’t Yet Know” slide at every all-hands meeting. That transparency tamped down anxiety and led to them trusting her more.

Clarity doesn’t mean having all the answers or sharing every single detail, particularly in times of change. It means being honest about what’s true today—and staying open to learning tomorrow.

Stay Engaged, Stay Human

What’s the deeper truth in all of this?

Leadership isn’t just about managing change. It’s about nurturing the human spirit that makes your organization exceptional in the first place.

Heart, wisdom, and courage aren’t just nice-to-haves during transformation—they are the very things that help your people stay engaged, your teams stay connected, and your vision becomes reality.

So as you navigate your own leadership journey, ask yourself:

• Am I creating space for real connection?

• Am I staying rooted in what matters most?

• Am I showing up with clarity, presence, and trust?

If you’re doing that, you’re leading with heart. You’re leading with wisdom. And you’re leading with courage.

And that, more than any strategy or system, is what makes meaningful, sustainable change possible.

Let’s keep going—together.

Would you like to explore how your team can move through change with more clarity, connection, and courage? I’d love to talk. Email: karen@kmmcod.com.

Navigating the Journey: The Bridges Way

If you’ve ever felt like managing change is a bit like leading an expedition into uncharted territory, you’re not alone. In times of transformation, many leaders find themselves balancing vision, strategy, and—most importantly—the human element of change.

One model I return to again and again is William Bridges’ Transition Model. Unlike many change models that focus on external shifts (like reorganizations or new technology), Bridges’ model zooms in on the inner journey people experience when confronted with change.

And let’s be clear: that’s where the real work—and the real opportunity—lies.

Bridges breaks transition into three distinct phases:

1️⃣ The Ending Zone – where we say goodbye to the old ways
2️⃣ The Neutral Zone – where we navigate uncertainty and possibility
3️⃣ The New Beginning – where new patterns take root and momentum builds

Each phase is essential, and each one calls for a different kind of leadership presence. 

Phase I: The Ending Zone

“Before you can begin something new, you have to end what used to be.” – William Bridges

Change often starts with an ending. Sounds simple, right? But as any leader knows, endings are rarely neat and tidy.

Think about leaving a beloved job, moving from a familiar neighborhood, or even giving up a comfortable routine. There’s often excitement about what’s next—but there’s also grief, uncertainty, and a sense of loss.

Your role as a leader? Help your team pack—or unpack—their emotional bags with care.

Here’s how:

✅ Acknowledge the discomfort. Pretending everything’s fine doesn’t build trust; naming the challenges does.

✅ Celebrate what worked before. Give people the opportunity to honor what’s ending—it’s a way of respecting the past.

✅ Set clear markers for moving forward. Define what’s ending and what’s beginning so that people know where they stand.

A team that feels heard and supported in endings is more likely to embrace what’s next with curiosity rather than resistance.

Phase II: The Neutral Zone

This is the messy middle—the place between the old and the new. It can feel like being adrift on open water without a clear destination.

But the neutral zone is also the creative zone.

When old ways no longer hold us back, possibilities emerge. This is where innovation can thrive—if you, as a leader, create the conditions for it.

Here’s where to focus:

🎯 Encourage experimentation. Give your team permission to try things—without fear of failure.

🎯 Celebrate small wins. Recognize progress, even if it feels incremental. A small win can be the spark that fuels momentum.

🎯 Create short-term goals. Break the big change into manageable pieces so your team doesn’t get overwhelmed.

🎯 Keep spirits up. Regular check-ins go a long way in keeping your team engaged and supported.

Remember, the neutral zone can feel like the most uncomfortable phase—but it’s also the space where transformation takes root.

Phase III: The New Beginning

At last, the new beginning—where the new way of working, thinking, or being starts to feel more natural.

But let’s not assume this phase is automatic. Just because something has officially “launched” doesn’t mean it’s fully embraced. New habits need nurturing, and teams need to see that change is working.

Try this:

🌱 Point out progress. Don’t assume people see the change working—highlight it!

🌱 Reinforce new patterns. Acknowledge and reward behaviors that align with the new way forward.

🌱 Share success stories. Stories are powerful—they make the change feel real, achievable, and even inspiring.

🌱 Build on momentum. Keep the energy going. Remind the team that they’re part of something meaningful.

Every Change Follows a Journey

Change doesn’t happen in a straight line. Every team, every organization, every leader moves through these phases differently.

The question is: will you be the kind of leader who guides your people through each phase intentionally—or will you leave them to navigate the journey alone?

Great leaders show up with presence, patience, and empathy—supporting their teams through the endings, the neutral zones, and the new beginnings.

Steering the Ship Through Changing Tides: A Leader’s Guide to Thriving Through Transformation

Remember when “unprecedented times” was just a buzzword? The term has now become a way to describe an onslaught of unimaginable activity, both in the US and globally.

As leaders, you’re not just guiding individuals or teams—you’re navigating a sea of change, while trying to keep the organizational compass steady and your people engaged. This is a major undertaking, to say the least, and it can feel like you’re building the boat while you’re sailing it.

The good news? You’re not alone. And despite the uncertainty, there is a way forward—one that begins with presence, authenticity, and a commitment to creating the space your team needs to thrive.

The Myth of the Perfect Leader

In times of transformation, many leaders feel the weight of needing to have all the answers, all the time. But your team doesn’t need perfection from you. They need your presence.

They need to know you see them, hear them, and value them—especially when the waters are rough. This is because change often brings out the best in people and teams. It can reveal resilience, creativity, and innovation that you, and they, don’t realize are there.

The key -- it starts with you.

Connection First: Building Trust in the Midst of Turbulence

Think of yourself as the steady hand on the helm. You might not have control over the waves, but you can steady the ship—and your people—through intentional actions that build trust.

Begin here:

🕒 Take five minutes in meetings for a personal check-in.
A simple “How are you really doing today?” can go further than any pep talk.

🌊 Be the calm in the storm.
Your tone, your presence, and your consistency set the emotional temperature for the team.

🗣️ Create space for genuine dialogue.
Encourage honest conversations while keeping them professional. Ask questions that invite people to share what’s on their minds—and truly listen.

🤝 Share what you know—and acknowledge what you don’t.
You don’t need all the answers; your team respects your honesty more than false certainty.

👂 Listen more than you speak.
Resist the urge to fill every silent moment with solutions. Sometimes the best support is holding space for others to process.

🚪 Keep your door (virtual or physical) open.
Make yourself accessible. Your presence—even in small ways—can be a powerful stabilizing force.

Stay Consistent in Words and Actions

In the midst of change, your consistency is your credibility. Every leader I’ve worked with who successfully navigates transformation does so with a commitment to aligning words and actions.

If you talk about valuing well-being, make sure your decisions back that up. If you say you’re committed to innovation, give your team the space—and the grace—to try new things and learn from missteps.

Final Thought

Remember, great leaders aren't defined by the changes they face, but by how they help their teams navigate through them. Again, your role isn't to have all the answers – it's to ask the right questions and create the conditions for your team to thrive. In times of change, people don't remember what you said or did; they remember if or how you made them feel supported, valued, and capable of facing whatever comes next.

Until Next Time…

Keep your compass true, your heart open, and your focus clear. Your team needs your best self now more than ever.