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Carlos Deleon
Helping you turn self?doubt into unshakeable confidence, emotionally grounded coaching & workshops |Elevate?&?Lead?|?Manage?Your?Gaps?|?The?Working?Genius
I remember one particular Monday morning.
New system rollout. Tight timeline. Morale already shaky.
Half my team walked in visibly frustrated. One said what everyone else was thinking:
“Why do they keep changing everything when nothing’s even working yet?”
And in that moment, I had two choices:
I chose the second.
And that moment taught me something powerful: real leadership isn’t just about navigating change, it’s about guiding people through their resistance to it.
Change Is Not the Enemy. Resistance Is Not the Problem.
Here’s the truth no one likes to admit:
Most people aren’t afraid of change, they’re afraid of loss. Loss of control. Loss of clarity. Loss of comfort. Loss of identity.
When we forget that, we lead with logic instead of empathy.
We say things like:
And while those statements may be true, they’re not always helpful. Because people don’t resist change with logic, they resist it with emotion.
And that means the leader’s job isn’t just to manage change. It’s to inspire adaptability.
What Inspiring Adaptability Really Looks Like
Adaptability isn’t about smiling through chaos or agreeing with every decision.
It’s about helping your team:
And that requires you to lead from a deeper place.
Three Ways to Inspire Adaptability in Times of Change
1. Name the Fear Before You Name the Strategy
People need to feel seen before they can trust your vision.
Instead of pretending things are fine, acknowledge the disruption:
“I know this shift feels sudden. I know some of you are tired of pivots. Let’s talk about that.”
Naming the fear doesn’t make you weak, it makes you real. And real leaders build real trust.
2. Share the Why with Heart, Not Just Data
You might know the strategic reason behind the change. But your team needs to feel the purpose behind it.
Tie the change to values. To mission. To growth.
“We’re doing this not just to stay competitive but to give you better tools, clearer focus, and a future that’s sustainable.”
When people connect change to something meaningful, they move with you, not against you.
3. Model Adaptability, Even When It’s Hard
If you’re resisting change privately but preaching flexibility publicly, your team will notice.
Be honest about your own discomfort. But also show what working through it looks like.
“This shift has stretched me too. But I’m choosing to lean in, not shut down and I invite you to do the same.”
Your mindset becomes their mirror.
My Own Change Story: From Control to Courage
Long time ago, I went through a massive change, personally and professionally. New country. New role. New identity. Nothing felt familiar.
I fought it at first. I tried to control what I could. I got frustrated when things didn’t go my way.
But eventually, I realized: adaptability wasn’t about liking the change, it was about trusting who I was becoming through it.
That’s what I carry into every room I facilitate. Every leader I coach. Every culture I help shift.
Change is hard. But change is also sacred. It’s where we get to practice courage. Together.
Five Reflection Questions to Inspire Adaptability in Your Team
Final Thought: People Don't Follow Change. They Follow Leaders.
In the end, your team isn’t looking for a perfect plan. They’re looking for a human being they can trust.
If you can be that anchor, steady, open, empathetic, they’ll learn to adapt. Not because they have to. But because they believe in you.
And that belief? That’s what turns resistance into momentum.
?? This piece is for every leader navigating transition right now. If it spoke to you, share it with someone who’s also guiding others through change or subscribe to get more emotionally grounded leadership tools every week.
With care, Carlos Founder, Delxico Consulting Lead from within. Especially in transition.