Welcome to "Leading with Purpose," a course designed to equip people managers with practical skills and tools to guide their teams through change with confidence and care. In this course, you’ll learn how to recognize and respond to the human side of change, spot early signs of resistance, and communicate steadily through uncertainty.

Drawing on best practices in people management, this course will help you build trust, maintain engagement, and support your team as you navigate organizational change together.

Change is a constant in any organization, but how you lead through it makes all the difference. People react to change in different ways—some may feel energized, while others experience anxiety, skepticism, or frustration. These reactions can show up as withdrawal, increased questions, or visible stress. For example, you might notice a previously vocal team member becoming unusually quiet after a new process is introduced.

As a leader, it’s helpful to use a simple “Observe–Ask–Support” approach:

• Observe changes in team behavior or engagement after a change is announced.
• Ask yourself what might be driving these reactions—fear of the unknown, loss of control, or concern about workload.
• Support your team by opening up space for honest conversation and reassurance. Conversation Example:

• Jessica: Hey Chris, I’ve noticed you’ve been a bit quieter in meetings since we rolled out the new workflow. How are you feeling about the changes?
• Chris: Honestly, I’m a little overwhelmed. I’m not sure I fully understand the new process, and I’m worried I’ll fall behind.
• Jessica: Thanks for sharing that. It’s completely normal to feel that way with so much changing. Is there a specific part of the process that’s unclear, or something I can help clarify?

Resistance to change isn’t always obvious. Sometimes it’s subtle, like missed deadlines, lack of participation, or passive agreement without real buy-in. Leaders can use a simple framework: notice patterns, check for consistency, and follow up with curiosity. If someone says, “Sure, I’ll do it,” but never follows through, or if participation drops off, it’s a sign to check in and explore what’s really going on.

By paying attention to these early signals and responding with curiosity rather than judgment, you can uncover concerns before they grow and help your team feel heard and supported.

During uncertain times, your communication style matters more than ever. People look to you for cues on how to feel and act. A steady, confident approach—acknowledging emotions, clarifying what is and isn’t changing, and setting clear expectations—helps everyone feel more secure.

Even if you don’t have all the answers, being transparent and present builds trust. It’s always better to say, “I don’t know yet, but I’ll keep you updated,” than to leave a silence that breeds uncertainty. This kind of steady communication reassures your team and keeps them engaged as you move through change together.

In the upcoming roleplay practices, you'll have the opportunity to recognize and respond to the human side of change, spot early signs of resistance, and communicate steadily through uncertainty. These skills will help you build trust and support your team as you lead them through change with confidence and care.