The Human Side of Change: Why Connection, Not Control, Drives Success

Dana Poul-Graf, Founder & Strategic Thought Partner, Key&Spark

Change initiatives are notoriously difficult, and a significant portion of them fall short of their goals. Estimates suggest that 60-70% of change efforts fail, often due to a lack of employee engagement and challenges with leadership communication and support.

Why does it matter?

When leaders default to a "command-and-control" approach, they inadvertently create resistance, stifle motivation, and ultimately hinder organizational performance. This traditional method is increasingly ineffective in today's complex business landscape.

Research consistently demonstrates that leaders who prioritize connection and build strong relationships achieve significantly better outcomes in change implementation. While a precise multiplier varies by study, the positive impact is substantial. For instance, organizations with effective change leadership and strong relational dynamics often report significantly higher success rates in achieving their change objectives.

Successful change leaders focus on key elements that foster connection:

Building genuine relationships with team members, fostering trust and mutual respect.
Creating psychological safety where open dialogue is encouraged, and individuals feel safe to voice ideas and concerns.
Actively listening and responding to employee feedback, demonstrating empathy and understanding.
A wealth of research, including insights from McKinsey, highlights the strong employee desire for empathetic leadership. While a specific recent survey number of 82% wanting more empathy during organizational changes was not independently verified, McKinsey's work consistently emphasizes the critical role of empathy, kindness, and strong workplace relationships in boosting morale, productivity, and resilience, all crucial for successful change.

Why aren't more leaders embracing connection?

Many leaders still operate under the belief that strict control is necessary to achieve results. However, the data strongly suggests otherwise. Organizations that foster high leadership connection and effective change management practices demonstrate markedly higher change success rates.

Dear leaders, it's time to shift your focus from controlling outcomes to building meaningful connections. Your true role isn't to force change, but to cultivate an environment where change can flourish through trust, collaboration, and shared commitment.

Want to improve your change leadership effectiveness? Start by assessing your "connection quotient" with your team. The positive impact on your change initiatives might surprise you. ✅
 

Sources:
Errida, K., & Lotfi, B. (2021). The Impact of Leadership Styles on Organizational Change Management. Journal of Human Resources Management Research, 2021, 1-13.
McKinsey & Company. (Various reports and articles on change management, empathetic leadership, thriving workplaces, and the human side of change. Examples include: "The psychology of change management," "The boss factor: Making the world a better place through workplace relationships," and "Leading with empathy through a crisis").
Prosci. (Numerous resources on change management best practices, including research on top contributors to change success and reasons for failure).
Kotter, J. P. (Various works on change management and leadership, emphasizing communication, engagement, and the critical role of leadership).
Gartner. (Research and insights on effective change management strategies and their impact on organizational success).