Leading a team through change is one of the toughest parts of a leader’s job. The uncertainty, the rumors, the anxiety—it’s a lot to manage. As a leader, you’re in the hot seat, expected to have answers to questions that are often still up in the air.
While your first instinct might be to explain the “what,” we’ve found there’s a much more powerful—and often easier—approach: start with the “why.”
The “What” Trap
Picture this: A reorg is coming. A new Director role is being created, and half your team will soon report to this new person. Naturally, your team is on edge. They want to know what is happening.
- “Will there be a layoff?”
- “Will we hire an internal or external candidate?”
- “What does this mean for my projects?”
These are “what” questions—specific, detail-oriented, and often unanswerable in the early stages. The problem? Trying to answer them can lead you down a rabbit hole. In an effort to be helpful, it’s easy to start speculating or sharing information that isn’t finalized. When those details inevitably change, your good intentions can backfire. Instead of building trust, you’ve accidentally eroded it, leaving your team wondering if you misled them.
Shift Your Focus: From “What” to “Why”
Instead of getting bogged down in details you don’t have, anchor your team in the purpose behind the change. When people understand the rationale—the “why”—they have the context to navigate the uncertainty. It shifts the focus from fear of the unknown to understanding the shared goal.
So, how do you do it? It starts with getting clear yourself.
Step 1: Get Aligned with Your Own Leadership
Before you talk to your team, make sure you have the information you need to feel confident. Ask your own leader direct questions:
- Why are we really making this change?
- How does this move our vision and strategy forward?
- What improvements or outcomes are we expecting from this?
- What are the concrete details we know for sure right now?
- What can I share, and what’s off-limits for now?
Step 2: Frame the Conversation with Your Team
Once you’re clear on the “why,” process what it means for you and your team. Then, when you’re ready to talk, use this framework to guide the conversation:
Connect the Change to the Bigger Picture Start by explaining how this decision supports your larger goals. Help your team see that this isn’t a random move, but a deliberate step toward a shared objective.
Be Radically Honest Share what you know, and just as importantly, share what you don’t know. It’s powerful to say, “I don’t have the answer to that yet.” Don’t guess. Commit to sharing information as soon as you have it and are cleared to do so. This includes being upfront about what you simply can’t share due to confidentiality.
Set the Expectation that Plans Will Evolve Change is rarely linear. Be transparent that timelines and details might shift. Frame it as a process you’ll all navigate together, and reaffirm your commitment to keeping them in the loop.
Lead with Empathy Acknowledge the elephant in the room: change is stressful. Show your humanity. It’s okay to share that you also have uncertainties. This doesn’t show weakness; it shows you’re in it with them and creates psychological safety for the team to voice their own concerns.
The Bottom Line
Leading through change isn’t about having a crystal ball. It’s about building trust and providing stability in a sea of uncertainty. By focusing on the “why,” being honest about the “what,” and leading with empathy, you can give your team the context and confidence they need to move forward together.