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.