Change. For some people, it’s exhilarating. For others, it’s downright unsettling. But one thing is certain… change is constant. And in today’s workplace, it seems to be arriving faster than ever.
Whether it’s a shift in leadership, a redefined mission, new technology, or an organizational restructure, change touches every level of a company. And how we manage that change can either strengthen engagement or leave it in pieces.
Why Change Feels So Personal
Let’s face it. People don’t resist change because they’re stubborn or difficult. They resist it because it often feels personal, and they don’t yet understand how it affects them or what their role will be in the “new normal.” Uncertainty can trigger fear, confusion, or even disengagement.
If you're a leader, you may see the bigger picture and feel excited about where the company is headed. But your employees may only see what’s right in front of them - and it’s your job to help them zoom out.
And while today’s most successful organizations are moving toward more agile, adaptable ways of working, that only works when people are brought along for the ride.
That’s where thoughtful change management comes in.
Enter: The ADKAR Model
One of the most practical and people-centered frameworks for managing change is ADKAR, developed by Prosci. It stands for:
- Awareness – of the need for change
- Desire – to participate in and support the change
- Knowledge – on how to change
- Ability – to implement required skills and behaviors
- Reinforcement – to sustain the change
What makes ADKAR so powerful is that it focuses on the individual, not just the project. It recognizes that successful change only happens when each person moves through these five stages.
Let’s take a closer look at how this connects to employee engagement.
The Connection Between Change and Engagement
If employees are blindsided by change or don’t understand the “why,” they’re likely to become disengaged. But when leaders use the ADKAR model to guide the process, they create clarity, build trust, and foster buy-in.
Here’s how each stage of ADKAR supports engagement:
- Awareness builds transparency. It shows employees you respect them enough to explain what’s changing and why it matters. That alone strengthens trust.
- Desire invites participation. When people feel heard and involved, they’re more likely to care and contribute.
- Knowledge provides tools for success. This reduces anxiety and helps employees feel competent in a new environment.
- Ability empowers action. Support, coaching, and practice give people the confidence to move forward.
- Reinforcement ensures follow-through. Recognizing wins and continuing the conversation shows the change is real. And worth the effort.
When leaders guide their teams through change using ADKAR, it doesn’t just help people cope — it helps them engage.
Don’t Forget the Human Element
Organizational change can take an emotional toll, which is why leaders need to be attuned to employee well-being. Providing reassurance, flexibility, and empathy during times of transition doesn’t just reduce stress, it builds trust and loyalty.
This is also where leadership development and coaching come into play. Helping employees navigate change effectively doesn’t just take tools — it takes leadership. Investing in leadership coaching equips managers with the communication, emotional intelligence, and resilience they need to guide others with confidence.
Incorporating tools like Behavioral IQ (B-IQ) makes that leadership even more effective. Understanding your own behavioral style — and those of your team members — offers insight into how different people respond to change. Some need time to process, others need to talk it through. Some want step-by-step direction, others want space to explore. B-IQ helps leaders meet people where they are and guide them forward with intention.
Build a Culture of Learning
The “Knowledge” and “Ability” stages of ADKAR don’t just require communication. They require learning. That’s why continuous development is so critical. Leaders must equip their teams with the training, mentorship, and support they need to grow into new roles, responsibilities, and realities.
And when learning is baked into the culture — not just delivered in response to change — employees feel empowered, supported, and future-ready.
Final Thoughts
Change doesn’t have to derail engagement. In fact, it can strengthen it when it’s done right. By using the ADKAR model, understanding behavioral styles, investing in leadership, and leading with empathy, you can turn uncertainty into opportunity.
So the next time change is on the horizon (and you know it will be), remember: your people are looking to you for clarity and confidence. Use the tools at your disposal to guide them with purpose, and you won’t just manage change. You’ll lead your team to grow through it.
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