Understanding People... The Key to Successful Change

Change management, at its core, is about people. But to lead change effectively, we first need to understand the people going through it.

That means going beyond job titles and understanding what makes individuals tick — their motivations, fears, and communication styles. When we get this right, change stops feeling like something imposed from above and starts becoming a journey people can engage with.

Understanding Personality: More Than Just a Label

 Not everyone reacts to change in the same way. Some people thrive on new challenges, while others need time to adjust. Understanding different personality types can help leaders, sponsors and change agents (etc.) tailor their approach to change management.

Personality assessments like Myers-Briggs (MBTI), DiSC, or Insights Discovery can provide valuable insights into how people prefer to communicate, process information, and respond to change. While no test can ever sum up a person completely, these tools offer a useful starting point for understanding what might drive engagement or resistance.

e.g., someone who values stability and routine might need more reassurance and structured information when a change is introduced. Meanwhile, a naturally curious and adaptable person might embrace the new way of working right away, as long as they see the benefits.

 

Active Listening: (IMO) The Underrated Superpower

Too often, change is dictated to people rather than shaped with them. One of the most effective ways to understand people’s needs during change is to listen — properly.

Active listening goes beyond just hearing words; it involves fully engaging with what someone is saying, asking thoughtful questions, and reflecting back to ensure understanding. This builds trust and allows us to uncover underlying concerns that might not be immediately obvious.

When employees feel heard, they are far more likely to buy into change. It also helps leaders and managers spot patterns of resistance early, allowing them to address concerns before they escalate into full-blown opposition.

Educating Ourselves: Staying Curious About People

People are complex, and managing change isn’t a one-size-fits-all process. That’s why ongoing education about human behaviour, psychology, and communication is essential for anyone leading change.

Some ways to deepen our understanding include:

• Reading books on behavioural science, psychology, and leadership (Daniel Kahneman’s Thinking, Fast and Slow or Simon Sinek’s Start With Why are great starting points).

• Learning from experience — reflecting on past change initiatives and what worked (or didn’t).

• Seeking diverse perspectives — talking to colleagues in different departments, industries, or cultural backgrounds to understand how different people experience change.

People First, Change Second

Understanding people is not a box-ticking exercise — it’s an ongoing commitment to making change work for everyone, not just for the business. When we take the time to understand personality types, listen actively, and educate ourselves on human behaviour, we lay the groundwork for change that sticks. 

And when change is handled with empathy and insight, people are far more likely to embrace it, rather than resist it.

Need Support with Your Change Programme?

Are you are starting or half-way through or even at the end of a change programme and need expert support? I'm here to help. Whether you need a contractor to guide the process and people, a consultant to shape your strategy, or a speaker to inspire your team, I bring a people-focused approach to change management. Let’s make your change programme one that people truly engage with and remember for all the right reasons. 

Get in touch: lucy@lightsparkgroup.com