There are countless books, frameworks, and models for managing change—and many of them are excellent resources. However, what often goes unmentioned is this: 

A successful change management process starts long before any big change actually happens.

It begins the moment leaders start fostering a culture of trust, respect, care, and psychological safety within their teams. And let’s be clear: building that foundation takes time. 

Most change management strategies are reactionary, focused on addressing, “How do we handle this big change now?” But the most effective strategy for managing change lies in cultivating a positive, engaged, and high-morale team from the outset.

Why is this critical? Because a team that starts with this foundation is far more likely to embrace and adapt to change. Without it, even the most sophisticated change management tools and methodologies will struggle to gain traction.

When evaluating change management readiness, the first questions to ask are:

• How engaged is the team?

• How supported do employees feel?

• Is psychological safety in place?

These elements form the bedrock of successful change. In fact, an engaged and supported team—despite an imperfect process—will almost always adapt better than a disengaged team working with flawless change management strategies.

The takeaway? Start your change management strategy today, by building a strong team culture—long before any major changes appear on the horizon.

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Need help implementing change? Realizing the three criteria above may need some support but not sure where to start? Reach out anytime; we’re here to help! We want nothing more than to see your organization thrive with high morale, engaged employees, low turnover, and successful change initiatives. Check out our many offerings here and our twice-yearly Managing with Mind and Heart Online Experience workshop series for small teams and upskilling individuals.