I’ve been on both sides of the coin: riding the tidal wave of a company’s hyper-growth and, being the one tasked with steering the ship through a sea of change. It’s a journey that’s taught me a profound truth: at its heart, change management is all about empathy. It’s not about process maps or Gantt charts; it’s about people.

These days I am primarily focused on AI adoption and how to embrace and drive change. While this post is mostly focused on organizational change management, similar advice applies to navigating change in this AI era!

The Power of Perceived Autonomy

The most powerful lesson I’ve learned is that change is easiest when there’s a sense of perceived autonomy. It’s a term I came across recently, and it perfectly captures the feeling of having agency and influence, of feeling like you’re a part of the solution, not just a passenger. When change aligns with your goals and identity, you embrace it. When it feels forced upon you, it’s a battle.

Organizational change is mainly about people renegotiating their professional identities. It involves how they view themselves, their roles, and their worth. You can suggest clear and easy improvements, but if it pushes someone, especially a person in power, into a personal conflict where there is no win-win solution, you will not succeed.

It’s Not “Hating Change”, It’s About “Identity”

The old saying, “people hate change,” is a misconception. People don’t hate change; they hate being forced to change in a way that goes against their professional identity. When change aligns with who they are, with their sense of purpose and influence, they don’t just accept it, they love it. They see it as an opportunity for growth and a reflection of their own agency.

This is why the best advice is to “make it their idea.” When you allow people to shape their own professional identity and make the change personal, you succeed. If you impose your narrative, it backfires. The key is to provide space for negotiation and help people find their own solutions.

So, the next time you’re leading a change initiative, remember to lead with empathy. It’s the most powerful tool in your arsenal.