Manage Change Like a Pro

Nov 5

Change in the workplace is UNCOMFORTABLE. Whether it’s a re-org, an acquisition, or a shift in strategy, our natural defensive habits often take over - building walls, avoiding difficult conversations, or holding in frustrations until we blow up.

In this episode of The Glass Sessions, we break down how to identify exactly where you stand in the face of change and how to move toward a position of influence and stability.

The 5 Points of the Support Continuum

Understanding your reaction to change is the first step in managing it. We use the Support Continuum to help you identify your current stance and understand the team dynamics around you.

(1) Active Resistor: You actively voice disagreement. While this can feel disruptive, "Active Resistors" are engaged in the dialogue, which is often better than silence.
(2) Passive Resistor: You appear neutral but withhold support. This is the most dangerous category because you may secretly undermine the change while avoiding the conversation.
(3) Neutral: You are undecided, waiting to see how things unfold before committing your energy.
(4) Passive Support: You agree with the change and will follow the new process, but you aren't actively promoting it to others.
(5) Active Supporter: You enthusiastically champion the change, encourage others, and help stabilize the team.

Actionable Tips & Takeaways

Move from "Passive" to "Active" (Even in Disagreement)

Avoid the "Passive Resistor" trap: Withholding thoughts or shutting down instead of engaging allows conflict to fester underground.
Engage in "Healthy Conflict": If you are an Active Resistor, ensure your conflict is healthy. Focus on the issue, not the person, and debate ideas rather than attacking character.
Direct communication is key: Say what you mean to the person involved rather than venting to the rumor mill, which only stokes panic.

Navigate Change With Your Manager

Get curious, not defensive: If you find yourself in the "Resistor" or "Neutral" phase, ask questions to understand the "why" behind the decision.

Align on priorities: During transitions, it's easy to get confused about what matters. Align with your manager on expectations and how you are meeting them to demonstrate you are a strong performer.
Don't fake it: You don't have to suppress your emotions. It's okay to admit you are processing the change, but do so with the goal of reaching common ground.

Protect Your Career During Uncertainty

Adopt new technology head-on: Change often comes wrapped in new tools or workflows (like AI or new software). Instead of ignoring them or waiting to be told how to use them, dive in immediately.
Become the "Power User": By mastering the new technology early, you shift yourself from "Neutral" to "Active Supporter" in the eyes of leadership.
Teach others: Using the new tools to help your colleagues makes you a stabilizer for the team and increases your value during turbulent times.

Tips for Managers

Leading a team through a change requires high emotional intelligence. Your goal is to move your team toward active support without forcing false positivity.

Identify the "Passive Resistors": Pay attention to silence. Avoiding tension doesn't make it go away; it pushes it underground where it can show up as disengagement or turnover.
Value the "Active Resistor": Remember that innovation often requires conflict. A team member who challenges you openly is engaged; use that energy to refine the solution rather than shutting them down.
Create psychological safety: Build an environment where it is safe for Neutral or Resisting employees to share doubts without fear of backlash.
Model accountability: If the change is messy or you missed a cue, own it. A simple "I missed that, I'm sorry" shows humility and helps the team move forward.
Don't fix it alone: You don’t have to solve every conflict for your team. Encourage them to talk to each other directly to build resilience.

Change - whether a layoff, a re-org, or a new strategy - is often outside your control. However, where you sit on the Support Continuum is a choice. By engaging in healthy conflict, adopting new technology, and staying curious, you can navigate any transition with confidence.