The Biggest Mistake Leaders Make During Change—And How to Avoid It
Change is inevitable, but alignment is intentional.
Mergers, leadership transitions, and restructuring don’t just shift policies and processes. They disrupt people, relationships, and trust. And when uncertainty takes over, many leaders make a critical mistake:
They tighten control instead of creating alignment.
The instinct to micromanage, dictate, or push for immediate results is understandable—change can feel like chaos. But in reality, great leaders don’t manage change; they create clarity and alignment through it.
I’ve had the pleasure of coaching with a Fortune 50 C-Suite Executive Leader supporting him as he navigates a high-stakes merger. His challenge? Bringing together two teams with vastly different cultures.
One operated like a speedboat—fast-moving, agile, and flexible.
The other was an ocean liner—structured, process-driven, and methodical.
On paper, they had the same goals. In reality, they were operating in completely different ways, leading to miscommunication, frustration, and a lack of trust.
Instead of trying to force one team to adjust to the other’s style, we focused on three key strategies that every leader should use when guiding a team through change.
1. Build Understanding Before Expecting Alignment
One of the most dangerous assumptions in leadership is that teams automatically understand each other’s perspectives. Unspoken tensions, competing priorities, and conflicting work styles can quickly lead to division if they aren’t addressed.
To bridge the gap, we used Principles Us, a leading team insight tool that helps leaders:
Identify both individual and collective strengths
Understand different problem-solving and communication styles
Find shared values and opportunities for collaboration
The result? A shift from frustration to appreciation. Instead of seeing their differences as obstacles, the team began recognizing them as complementary strengths. They didn’t need to think or work the same way to be aligned—they just needed to understand each other.
2. Leverage Strengths, Not Just Structure
When organizations go through change, the first response is often to restructure roles and responsibilities. But true alignment isn’t just about who does what—it’s about how people work together.
Through a strengths-based coaching approach, we helped this team:
Map out individual superpowers and kryptonite, while also identifying gaps and blind spots
Encourage leaders to adapt, not impose a single way of working
Create a culture where diverse approaches were seen as assets, not obstacles
Rather than forcing rigid processes, we focused on leveraging the natural strengths within the team. The result was a more engaged, motivated group that worked together—not in spite of their differences, but because of them.
3. Align Strategy With Trust
Most leaders know they need a strategy during times of change. What they often overlook is the need for trust.
During this merger, the executive team had aggressive revenue targets. But the biggest barrier to success wasn’t the numbers—it was getting their people to work together toward a common vision.
We tackled this by:
Conducting Shift Positive 360 feedback sessions to reinforce trust and appreciation
Holding strategic planning sessions that focused on shared priorities, while also establishing psychological safety
Creating space for open conversations about strengths, growth opportunities and worries
The difference was immediate. By the end of this process, the team wasn’t just aligned on a spreadsheet—they were aligned in vision, purpose, and trust.
Are You Leading Through Change?
Every leader will face a moment where their team is navigating change. The question is: Will you react, or will you lead?
Take a moment to reflect on your current leadership approach:
Does your team have a shared vision, or are they just reacting?
Are you leveraging strengths, or trying to fit everyone into the same mold?
Is trust a priority, or an afterthought?
Your Leadership Challenge
If you’re leading a team through change, take action this week:
Schedule a conversation to listen to your team’s concerns, rather than assuming you know them.
Identify one strength within your team that you can amplify instead of trying to fix what isn’t working.
Ask yourself: Am I trying to control the process, or am I creating clarity and alignment?
Great leaders don’t fear change. They turn it into an opportunity to strengthen trust, collaboration, and vision.
What kind of leader will you be?
Let’s Align Your Leadership Strategy
If you’re leading through change and want to ensure your team moves forward with clarity, trust, and alignment, let’s talk.
Schedule a Leadership & Team Alignment Audit today. We’ll discuss your specific challenges, uncover opportunities to strengthen your team, and create a strategy to move forward—together.
Because leadership isn’t about managing change. It’s about mastering alignment.