Change is coming for you—again. 

It doesn’t matter what industry you’re in, what title you hold, or how many times you’ve “been through this before.” Whether it’s an organizational restructure, new leadership at the top, a big team shift, or even personal changes that bleed into your work life, the truth is the same: change never feels convenient, and it rarely feels comfortable. 

Most leadership advice out there focuses on managing your team through transitions like how to communicate, how to set expectations, how to get buy-in. All important, yes. And there’s a part of the conversation we don’t talk about enough: 

How do you navigate change as a leader without losing yourself in the process? 

Because here’s the thing: you can have the perfect playbook for managing projects and still feel like you’re falling apart behind the scenes. You can show up at the town hall with talking points memorized and still drive home feeling overwhelmed and unsure. And if you don’t take care of yourself in the midst of the chaos (I mean change), your ability to lead others will eventually take a hit. 

So let’s talk about it. Let’s dig into what it really takes to lead yourself through change. I’m talking practical, real-life tips you can use whether you’re navigating a corporate merger, shifting into a new role, or simply trying to keep your head above water when priorities change every other week. 

First Things First: Change Will Always Feel Messy 

Here’s a leadership myth we need to bust: 

“Once I have enough experience, change won’t throw me off anymore.” 

Nope. Not true. 

I’ve been leading and coaching through change for over two decades, and I’ll be honest, change still feels messy. The difference is, I’ve learned how to find my footing faster. And that’s what this blog is about—steadiness, not perfection. 

Because change doesn’t wait for you to “feel ready.” You’re typically making decisions in real time, communicating with only have of the story, and managing your own doubts while calming everyone else’s fears. It’s not only about helping your team through it, it’s about finding anchors so you don’t lose yourself in it. 

Step 1: Stop Waiting to Be “Ready” 

One of the biggest traps leaders fall into during change is thinking: 

“Once I understand everything, then I can lead confidently.” 

The reality is that you will never have 100% of the information you want. Decisions will need to be made while you’re getting comfortable. Teams will ask questions you can’t answer yet. And waiting for perfect clarity often leaves your team anxious and guessing. 

So, what do you do instead? 

Shift your goal from readiness to steadiness. 

Your team doesn’t expect you to know everything (even if you think they do). What they need is to see that you’re present, that you care, and that you’re committed to figuring things out alongside them. 

Practical move: The next time you’re about to hold back because you “don’t know enough yet,” ask yourself: 

• Can I share what I do know? 

• Can I share what I’m doing to find out the rest? 

• Can I reassure them that uncertainty is normal right now? 

 

Step 2: Know Your Anchors 

When everything around you is moving and shaking, you need strategies that keep you from shaking and moving. How do you stay grounded? 

For some leaders, it’s a morning run. For others, it’s quick journaling or weekly check-ins with a mentor. I’ve coached leaders who swear by a 10-minute meditation before walking into big meetings. 

Whatever it is for you—identify and start practicing it now, before you’re in the thick of chaos. 

Leaders often deprioritize their own grounding habits during busy seasons (“I’ll get back to my routine when things settle down”). But here’s the catch: change rarely “settles.” Your habits are what allow you to stay sane in the middle of the swirl. 

Quick exercise: 

• List three non-negotiables that help you feel centered (physical, mental, or emotional). 

• Ask: Which of these can I realistically maintain during high-stress change? 

• Build them into your calendar because they’re as important as your leadership meetings. 

 

Step 3: Face the “Change Guilt” 

No one talks about this, but I see it all the time in coaching conversations: leaders carry guilt during change. 

Guilt for being the one driving the change. 
Guilt for surviving when others are laid off. 
Guilt for feeling excited about opportunities others are resisting. 
Guilt for not having all the answers. 

And that guilt, left unchecked, can quietly derail your leadership. 

Reframe your guilt: 

Guilt isn’t always a sign you’ve done something wrong, it’s often a sign that you care. Instead of suppressing it, use it as a cue to pause and reflect: 

• • Are my decisions aligned with my values? 
  • Have I communicated openly and honestly? 
  • Have I acknowledged the impact on others without over-owning it? 

When you lead from a place of empathy, not guilt, you model what healthy leadership looks like. 

 

Step 4: Clarify Your Personal “Why” 

We all know communicating the “why” behind change is crucial for teams. But when was the last time you clarified the “why” for yourself? 

As leaders, we get so focused on messaging that we forget to ask: Do I personally buy into this change? Because if you don’t, your words will never land with authenticity (I know you’ve seen this from other leaders during your journey). 

Ask yourself: 

• • Why does this change matter to me personally? 
  • What possibilities could this unlock for me, my team, or the organization? 
  • What values do I want to model during this transition? 

Getting clear on your personal why helps you lead better, and it helps you navigate your own emotions through the process. 

 

Step 5: Expect the Emotional Dip 

Every major change follows a pattern: 

1. 1. Initial optimism or adrenaline 
   2. The messy middle (aka the “dip”) 
   3. Gradual adjustment and new normal 

The dip is where leaders panic. Morale drops, progress stalls, and resistance spikes. It’s easy to think, “This isn’t working,” or worse, “Maybe I’m not cut out for this.” 

Reality check: 

The dip is normal. It’s part of the change curve. 

Pro tip: Call it out early. When you name the dip for your team, “Hey, we’re entering the hard part of the process; this is normal, here’s how we’ll get through it”, you normalize the struggle and build trust. 

 

Step 6: Communicate With Confidence and Humility 

During change, over-communicating is key but so is striking the right tone. If you come across as too confident, you risk sounding out of touch. If you share every worry, you can shake your team’s trust. 

The balance: 

• • Be honest about what you know and what you don’t. 
  • Share what steps you’re taking to close gaps in knowledge. 
  • Provide regular updates, even if there’s “no new news.” 
  • Show empathy for the human impact of the change but still reinforce the path forward. 

This approach keeps you real and reassures your team that someone’s steering the ship. 

 

Step 7: Watch Your Energy, Not Just Your Time 

Change is exhausting. It’s exhausting not only because of the extra meetings and decisions, but because of the emotional labor involved. Leaders focus mainly on managing their calendars but forget to manage their energy. 

Actionable tips: 

• • Identify energy drains (constant status updates, back-to-back meetings) and see what can be streamlined. 
  • Build in recovery moments between high-stress conversations. 
  • Notice where you’re most energized and schedule critical decisions during those windows. 

When you protect your energy, you show up sharper and more present, not running on fumes. 

 

Step 8: Give Yourself Permission to Evolve 

Here’s the hidden gift of navigating change: it changes you, too. 

You may become more decisive. More empathetic. More strategic. You may realize some old leadership habits don’t serve you anymore—and that’s okay. 

Instead of clinging to “how you’ve always led,” allow yourself to evolve. That flexibility helps you adapt and it inspires your team to do the same. 

 

Practical Tools to Steady Yourself Through Change 

Let’s make this actionable. Here are five tools you can use right now: 

1. Anchor Check-In – Each morning, ask: Am I grounded? Am I clear on what matters most today?
2. Personal Why Statement – Write down why this change matters to you personally. Refer to it before tough meetings.
3. Energy Audit – Track your energy highs and lows for one week. Use that data to schedule critical work when you’re at your best.
4. The 3-Part Update Framework – When sharing with your team:

• • Here’s what we know. 
  • Here’s what we’re still working through. 
  • Here’s what you can expect next. 

5. Normalize the Dip Script – “This part of change feels tough—that’s expected. It doesn’t mean we’re failing; it means we’re in the middle of the curve. Here’s how we’ll keep moving forward.”

 

The Bottom Line 

Navigating change is about guiding projects or teams AND it’s about guiding yourself. When you clarify your why, anchor yourself, normalize the emotional dip, and lead with steady presence, you survive change while you grow through it. 

And that growth? That’s what separates leaders who crumble in chaos from leaders who come out stronger bringing their teams along with them. 

Your move: 
Change is happening, whether you’re ready or not, whether you like it or not. The question is are you steady enough to lead through it? 

Take five minutes today and check in with yourself: 

• • Have you named your personal why? 
  • Are your anchors in place? 
  • Do you know how to steady yourself before you steady your team? 

Start there. Because real leadership during change begins with leading yourself first. 

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