COVID was the earthquake. The aftershocks are still hitting—and you’re still expected to lead.

It’s been five years since COVID erupted into our lives.
And if you’re honest, you’re still feeling the aftershocks.

You led through shutdowns and pivots. Through Zoom fatigue and strategy resets. Through ambiguity layered on top of anxiety. You got your team through it. You got yourself through it.

But here’s the truth few leaders name out loud:

The pace of change didn’t slow. The pressure just shifted.
And somewhere along the line, the world forgot to ask how you’re really holding up.

Research confirms what you already feel:

• 76% of employees and 63% of managers say they’re burned out or disengaged—with constant change still ranked as the top driver of that exhaustion [1].

• Nearly 70% of change initiatives still fail to meet their goals—mostly due to poor communication, unclear vision, and emotional resistance [2][3].

So when you ask,

“How do I lead through another change without losing my team—or losing myself?”
You're not revealing a weakness.
You’re revealing wisdom.

Because real leadership doesn’t deny tension.
It learns how to carry it with grace.

What’s Really Behind This Question?

This isn’t just about strategy. It’s about sustainability.
And it’s rooted in a handful of very human concerns:

• You’re watching your team grow quieter, wearier

• You’re repeating messages, but they’re not landing

• You’re navigating pushback, even from your most dependable people

• And you’re secretly wondering how long you can keep going like this

This is not a personal failing.
This is the burden of leadership in a world addicted to reinvention.

But burnout is not inevitable. Disengagement is not a foregone conclusion.
You can lead through change in a way that strengthens—not splinters—your people.

Four Anchors for Leading Through Change

1. Clarify the “Why”—Not Just the “What”
Change feels threatening when it feels random.
Anchor your team in purpose, not just process.
When people understand why the change matters, they’re 30% more likely to engage and 50% less likely to resist [3]. Make the purpose visible. Make it personal.

2. Bring People Into the Process
Top-down change breeds quiet resistance.
But when your team helps shape the path, they help own the outcome.
Even small moments of autonomy can unlock trust, creativity, and forward motion.

3. Be Present, Not Just Strategic
Research shows that change efforts fail most often when leaders disappear behind dashboards and deadlines [2].
Don’t hide behind the plan. Be the person in the room.
Presence over perfection, always.

4. Protect Your Energy Like It’s Sacred
Because it is.
Your nervous system sets the tone. Your burnout bleeds into the culture.
You can’t anchor your team if you’re constantly treading water.
Set boundaries. Build in pause. Choose sustainability over speed.

The Quiet Leadership Truth

Change doesn’t just test your team.
It reveals the kind of leader you are becoming.

You don’t need to have every answer. You don’t need to pretend it’s easy.

But you do need to show up—rooted, clear, and real.
The kind of leader who steadies the room without silencing its humanity.
The kind who holds vision in one hand, and empathy in the other.

This Week’s Challenge

Ask yourself each morning:

“Where can I bring calm and clarity today?”

Then do that. One conversation. One moment. One steady presence at a time.

Because leadership isn’t just about driving results.
It’s about carrying the fire—and not letting it go out.

Love be with you 💗
Lead on with purpose, grace, and limitless potential. 🚀

Sources
[1] Your Thought Partner – Leading Through Change in the Workplace
[2] Harvard DCE – 7 Reasons Change Management Strategies Fail
[3] Forbes – Why Employees Really Resist Change
[4] PMC – Change Management: From Theory to Practice
[5] Center for Creative Leadership – Challenges Leaders Face Around the World