--- title: Why personal change resilience and beliefs about change are crucial to change leadership success description: We take a look at the influence of both a leader’s resilience and how they view change on change leadership effectiveness image: https://blog.changefirst.com/hubfs/change%20leadership%20success.jpg --- [![Changefirst_logo_Hubspot.png](https://blog.changefirst.com/hs-fs/hubfs/Logo/Changefirst_logo_Hubspot.png?width=174&height=61&name=Changefirst_logo_Hubspot.png "Changefirst_logo_Hubspot.png")](http://www.changefirst.com) [Contact us](https://changefirst.com/contact-us) [+44 (0) 1444 450777](tel:+44-0-1444-450777) [Solutions](https://www.changefirst.com/change-management-solutions) ### Solutions Change Management Solutions matched to your specific business needs. #### [![orgainizations](https://blog.changefirst.com/hubfs/orgainizations.jpeg) For Organizations Engage more of your people in change with a cost effective and scalable solution that builds sustainable capability.](https://www.changefirst.com/change-management-solutions/organisations) #### [![consulting-firms](https://blog.changefirst.com/hubfs/consulting-firms.jpeg) For Consulting Teams Digitalize and differentiate your Change Management practice, quickly on-board new hires and create ‘sticky’ client relationships](https://www.changefirst.com/change-management-solutions/consulting-firms) #### [![change professionals](https://blog.changefirst.com/hubfs/change%20professionals.jpeg) For Change & Project Experts Deliver strategic projects, support Executives through continuous change and add new tools, skills and Certification to your playbook](https://www.changefirst.com/change-management-solutions/change-and-project-professionals) #### [![technology companies](https://blog.changefirst.com/hubfs/technology%20companies.jpeg) For Technology Companies Take advantage of the missing ingredient in your Adoption Services model. To drive higher adoption rates for clients and improve renewal rates](https://www.changefirst.com/change-management-solutions/technology-companies) #### [![drive up adoption](https://blog.changefirst.com/hubfs/drive%20up%20adoption.jpg) Drive up adoption Focus on engaging people in your technology roll-out projects. To drive successful adoption and deliver projected business outcomes](https://www.changefirst.com/business-issues/drive-up-adoption) #### [![deliver projects](https://blog.changefirst.com/hubfs/deliver%20projects.jpg) Deliver projects more succcessfully Get business-critical projects delivered right, first time. By ensuring you have more change capability and higher engagement levels](https://www.changefirst.com/deliver-projects-more-successfully) #### [![build ECM capacility](https://blog.changefirst.com/hubfs/build%20ECM%20capacility.jpg) Build ECM capability Change is no longer the ‘secret sauce’ of a few individuals in your organisation. So creating the capacity for business-critical changes is crucial](https://www.changefirst.com/build-ECM-capability) #### [![upskilling of teams](https://blog.changefirst.com/hubfs/upskilling%20of%20teams.jpg) Quickly upskilling your teams Make change everyone’s business by getting consistent change skills, tools and support to distributed and remote teams](https://www.changefirst.com/business-issues/upskilling-of-teams) #### [![agile change management](https://blog.changefirst.com/hubfs/agile%20change%20management.jpg) Develop an agile change culture Create an agile Change culture by fostering a mind-set that 'change is your business'. As part of an enterprise-wide approach](https://www.changefirst.com/business-issues/agile-change-management) #### [![credibility](https://blog.changefirst.com/hubfs/credibility.jpg) Gain credibility and differentiate yourself Gain the credibility you need to deliver effective Change inside your organisation and differentiate yourself from the rest of the crowd](https://www.changefirst.com/gain-credibility-and-differentiate-yourself) [Products](https://www.changefirst.com/change-management-products/roadmap-pro) ### Products This will be the products group #### [![roadmap pro](https://blog.changefirst.com/hubfs/roadmap%20pro.jpeg) Roadmap Pro® - digital OCM platform Transform the way Change Management is planned and executed across your organization. With digital skills, methods and tools for faster, more sustainable business result](https://www.changefirst.com/change-management-products/roadmap-pro) [Training](https://www.changefirst.com/training) ### Training Role-relevant training solutions for leaders, their teams and professionals to build rapid, sustainable change capabilities #### [![executive](https://blog.changefirst.com/hubfs/executive.jpeg) Leaders, Heads of Business & Steering Teams Executive Bootcamps - learning for senior leaders tasked with sponsoring strategic change and building sustainable Organisational Change Capability](https://www.changefirst.com/training/executive) #### [![change agent](https://blog.changefirst.com/hubfs/change%20agent.jpeg) Change, Project and Internal development professionals Robust, action focused training course and certification for CMOs, PMO and anyone helping leaders drive major business change](https://www.changefirst.com/training/change-agent) #### [![local teams](https://blog.changefirst.com/hubfs/local%20teams.jpeg) Line Managers, local teams, HRBPs & Communication Experts Workshops and learning development programs focused on compelling change communication, sponsor behaviour, assessing people risks, data driven planning and effective engagement.](https://www.changefirst.com/training/manager-and-local-teams) #### [![on demand individual](https://blog.changefirst.com/hubfs/on%20demand%20individual.jpeg) Employees, large groups & accidental/new change agents Learning ‘on-demand’ to introduce key change management methods and development coaching to build help individual resilience.](https://www.changefirst.com/training/on-demand-individual) #### [![change projects introductory](https://blog.changefirst.com/hubfs/change%20projects%20introductory.jpg) Project and Programme Managers (Introductory) Learn a structed approach to people-change processes, activities and measures designed to improve project success](https://www.changefirst.com/training/change-projects-introductory) #### [![change projects intermediate](https://blog.changefirst.com/hubfs/change%20projects%20intermediate.jpg) Project and Programme Managers (Intermediate) Initiate local change initiatives right, first time and in a people - centred way](https://www.changefirst.com/training/change-projects-intermediate) #### [![train the trainer](https://blog.changefirst.com/hubfs/train%20the%20trainer.jpg) Train-the-Trainer Build an internal community of Change Experts and create agility in your internal Change Training](https://www.changefirst.com/training/train-the-trainer) #### [![](https://res.cloudinary.com/changefirst-media/uploads/Content_Licencing_Menu_Sized_TP_84ed8849b6.jpg) Content licensing Licence our proven Change Management materials and establish a standardised approach to delivering change across your organisation](https://www.changefirst.com/training/content-licensing) #### [![certification](https://blog.changefirst.com/hubfs/certification.jpg) Certification Recognise your investment in Change Management training and development with individual and organisational level Certification](https://www.changefirst.com/training/certification) #### [![coaching and consulting](https://blog.changefirst.com/hubfs/coaching%20and%20consulting.jpg) Application Coaching and Consulting We provide 6 week to 6 month partner packages that enable us to partner with you to accelerate your change success](https://www.changefirst.com/training/application-coaching-and-consulting) [Methodologies](https://www.changefirst.com/methodologies) ### Methodologies This will be the methodologies page group #### [![pci](https://blog.changefirst.com/hubfs/pci.jpeg) PCI® - People - Centred Implementation Changefirst’s research-based, highly practical, results-oriented methodology, for planning and executing the people-side of change, to achieve sustainable organisational results](https://www.changefirst.com/methodologies/pci) #### [![pai](https://blog.changefirst.com/hubfs/pai.jpeg) PAI – Personal Adaptability Inventory PCI® People-Centred Implementation Changefirst’s proprietary psychometric, with development system, help leaders and their teams develop resilience and adaptability for change](https://www.changefirst.com/methodologies/pai) [Resources](https://www.changefirst.com/resources) ### Resources All the resources you need to help build your Change Management capability. #### [![resources](https://blog.changefirst.com/hubfs/resources.jpeg) Whitepapers Download our latest Change Management whitepapers.](https://www.changefirst.com/resources) #### [![videos](https://blog.changefirst.com/hubfs/videos.jpeg) Videos Watch our latest Change Management videos.](https://www.changefirst.com/resources#videos) #### [![blog](https://blog.changefirst.com/hubfs/blog.jpeg) Blogs Read our latest Change Management blogs.](https://blog.changefirst.com/) [About us](https://www.changefirst.com/about-us) [Contact](https://www.changefirst.com/contact-us) Solutions [For Organizations](https://www.changefirst.com/change-management-solutions/organisations) [For Consulting Teams](https://www.changefirst.com/change-management-solutions/consulting-firms) [For Change & Project Experts](https://www.changefirst.com/change-management-solutions/change-and-project-professionals) [For Technology Companies](https://www.changefirst.com/change-management-solutions/technology-companies) [Drive up adoption](https://www.changefirst.com/business-issues/drive-up-adoption) [Deliver projects more succcessfully](https://www.changefirst.com/deliver-projects-more-successfully) [Build ECM capability](https://www.changefirst.com/build-ECM-capability) [Quickly upskilling your teams](https://www.changefirst.com/business-issues/upskilling-of-teams) [Develop an agile change culture](https://www.changefirst.com/business-issues/agile-change-management) Products [Roadmap Pro® - digital OCM platform](https://www.changefirst.com/change-management-products/roadmap-pro) Training [Leaders, Heads of Business & Steering Teams](https://www.changefirst.com/training/executive) [Change, Project and Internal development professionals](https://www.changefirst.com/training/change-agent) [Line Managers, local teams, HRBPs & Communication Experts](https://www.changefirst.com/training/manager-and-local-teams) [Employees, large groups & accidental/new change agents](https://www.changefirst.com/training/on-demand-individual) [Project and Programme Managers (Introductory)](https://www.changefirst.com/training/change-projects-introductory) [Project and Programme Managers (Intermediate)](https://www.changefirst.com/training/change-projects-intermediate) [Train-the-Trainer](https://www.changefirst.com/training/train-the-trainer) [Content licensing](https://www.changefirst.com/training/content-licensing) [Certification](https://www.changefirst.com/training/certification) [Application Coaching and Consulting](https://www.changefirst.com/training/application-coaching-and-consulting) Methodologies [PCI® - People - Centred Implementation](https://www.changefirst.com/methodologies/pci) [PAI – Personal Adaptability Inventory PCI®](https://www.changefirst.com/methodologies/pai) Resources [Whitepapers](https://www.changefirst.com/resources) [Videos](https://www.changefirst.com/resources#videos) [Blogs](https://blog.changefirst.com/) [About us](https://www.changefirst.com/about-us) [Contact](https://www.changefirst.com/contact-us) # [Welcome to the Changefirst Blog](https://blog.changefirst.com) # Why personal change resilience and beliefs about change are crucial to change leadership success Posted by [Audra Proctor](https://blog.changefirst.com/author/audra-proctor)   We have written a number of articles on change leadership in the recent past and, for us, it is a crucial – but often overlooked – component to ensure the successful implementation of change in your organization. In fact, our work with clients also continues to show us that change leadership is in fact central to successful change management. But if we take that as a given - are there any specific characteristics we can identify in effective leadership and change management scenarios that identify qualities, behaviors or beliefs that are common to these situations? ![change leadership success](https://blog.changefirst.com/hs-fs/hubfs/change%20leadership%20success.jpg?width=800&name=change%20leadership%20success.jpg) We consistently see two building blocks which successful change leaders appear to be reliant on during major change: - **on a personal level of change resilience**, executives own in-built coping mechanisms during change; - **a set of beliefs** that these leaders hold about what makes change successful. These beliefs usually build up over a period of time and are based on experience. Together these elements form a framework for [adaptive change leadership](https://blog.changefirst.com/the-critical-role-of-adaptive-change-leadership-in-your-enterprise-change-management-strategy). A topic that we covered in more depth recently. **Personal change resilience** A key determinant of implementation success is personal change resilience – the resilience with which individuals are able to navigate the disruption of change successfully. And this is increasingly important in highlight disruptive times when organizations increasingly need to take a more agile approach to delivering [change](https://blog.changefirst.com/why-agile-organizations-need-agile-change-management). People vary in their ability to do this; some can cope with the stresses associated with change better than others and can thrive even during periods of extreme turbulence. This adaptability appears to be both genetic and learnt. And leaders are no exception, but they need higher adaptability levels than others in the organization because the innovation and transformation they need to deliver can also affect them personally. Top-line indicators of highly resilient and adaptable people (not least of all leaders) are: - **Optimism** – upbeat about the future, learning from situations, not allowing problems to dampen enthusiasm. - **Self-assurance** – high self-esteem, confident about own abilities, feeling a sense of control over important events. - **Focus** – a clear understanding of priorities, resulting in a disciplined approach to goal achievement – even in the face of adversity. - **Openness to ideas** – looking at problems in a fresh, unconstrained way, avoiding preoccupations, actively exploring alternative insights and approaches to aid decision making. - **Seeking support** – drawing on other skills and experiences to solve problems collaboratively, encouraging open exchange of options and ideas. - **Structured approach** – organized, methodical approach, mapping out what needs to be done in advance with enough flexibility in the plan to cope with shifting situations. - **Proactive outlook** – stepping out into the unknown, thinking and acting rapidly, taking the steps necessary to make change happen. Being able to draw on these characteristics as and when the situation requires it, and in the right combination, is what brings personal change resilience that contributes to adaptive leadership. **Leadership change beliefs** The other contributors to the framework around leadership and change management are the change beliefs and mindsets of leaders. In the last 10 years we have worked with hundreds of change leaders and observed a myriad of beliefs being manifested. Despite the number, we could categorize nearly all of them into four stages as follows: 1. **Rational** We call stage 1 ‘rational’ because the predominant belief we see from leaders at this stage is that people will change once they understand the rationale of the case for change. As a result of this belief, leaders tend to rely on written business cases to [communicate change](https://blog.changefirst.com/do-you-have-an-effective-change-management-communication-strategy) successfully. Because ‘staff are rational’, leaders focus on providing very clear communication of data-driven change information. Rational beliefs can be reinforced for leaders in roles that place a premium on: - communications which are systematic, well organized and rational in content; - facts, well-documented conclusions - and specifics 1. **Symbolic** Stage 2 is labelled ‘symbolic’ because of a strong belief among leaders that people are changed through the use of powerful symbolism in communication. As a result, change planning will focus on techniques such as large group meetings and the use of branded change symbols such as T-shirts and videos. The idea behind this approach is that symbols can represent compact and efficient images, systems and even single words that can embody complex ideas. Take the word ‘freedom’ for example – just reading the word conjures up dozens of ideas and images like choice, security, safety, pursuit of one’s desires, even insanity. This last association highlights the challenge with the use of symbols in change communications. Symbolic reasoning is a double-edged sword. It makes communication more effective, but it can also lead to gross misinterpretation of the intentions and goals of major disruptive changes. 1. **Specialist** Stage 3 is the predominant belief ‘specialist’. The feeling here is that change is about people and people are control-oriented and risk-averse, rather than change-ready as the literature would have us believe. People’s primary focus during the disruption of major organizational change is on finding a way to re-establish that feeling of control they felt before the change; this process, which can often be a struggle for people, requires specialist psychological skills and support. This propels leaders to enlist specialists in HR functions to help them lead major organizational change. Unfortunately, in many cases HR does not bring the skill sets and tools needed to think through, build and deploy the people side of a project plan. In addition, internal specialists also have a day job and their involvement in change is very dependent on their ability to juggle other responsibilities. 1. **Adaptive**  The final stage, which we call ‘adaptive’, relates to the leadership belief that effective change planning requires an understanding of the whole system of change that will impact people and their performance. They believe that change success is not only determined by the ability to manage resistance, but also the ability to effectively balance people’s capacity for change with the aggregate demands of multiple projects and initiatives placed on people. As a result of this mindset we observe that people change becomes an integral part of organizational planning. Leaders are actively involved in agreeing the plan and will actually be devoting their time and energy to tailoring and developing it for different groups affected by the change. Measures of implementation success take account of the legacy and adaptability levels that people are able to contribute to future changes are key in this stage. If you are interested in learning more about for adaptive change leadership. You can read more about this in Chapter 6 of our book, Enterprise Change Management – How to prepare your organization for continuous [change](https://www.amazon.co.uk/Enterprise-Change-Management-Organization-Continuous/dp/0749473010). Also, if you would like to get a flavor for the book,  then you can download a free copy of Chapter 1 [here](https://info.changefirst.com/free-download-enterprise-change-management-book-chapter-1).     # Build Change Leadership capability with Roadmap Pro | ![image-12](https://blog.changefirst.com/hs-fs/hubfs/image-12.png?width=260&name=image-12.png) | If building Agile Change Leadership is a key priority for your organization then you might want to take a closer look at Roadmap Pro. [**Roadmap Pro**](https://www.changefirst.com/product/roadmappro?utm_campaign=Agile&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz-89BedR7ewH5YzIdoO1eKxzPLjMEVsdByQ-S1MLMWcw91Pq1RjTARQP89llf4heO6IQuBKY) is our revolutionary, SaaS based change implementation platform - specifically designed to enable organizations to deliver on their change agenda is a cost-effective and highly scalable way. | | --- | --- |   ![Audra Proctor](https://blog.changefirst.com/hubfs/Audra200x200.png) Posted by [Audra Proctor](https://blog.changefirst.com/author/audra-proctor) Audra is Managing Director at Changefirst and has over 30 years' experience of enabling organisations leaders and their teams to deliver complex Organisational Change. She leads an amazing, diverse team of highly experienced multi-industry Change Practitioners, Consultants, Coaches, Trainers, Technology Experts and trusted Strategic Partners to help organisations to deliver more effective Change through their people. Audra is a regular speaker at events focusing on Change and Transformation globally on a number of key themes including Agile Change Management and the use of digital in Change and Transformation. Find me on: [LinkedIn](https://www.linkedin.com/in/audraproctor/) Tags: [Change Management Training](https://blog.changefirst.com/topic/change-management-training), [Employee Engagement](https://blog.changefirst.com/topic/employee-engagement), [Organisational Change](https://blog.changefirst.com/topic/organisational-change) - [Tweet](https://twitter.com/share) ### Leave a comment Search Blog ### Keep me updated ### Recent Posts ### SHARE THE BLOG [![Share on Facebook](https://static.hubspot.com/final/img/common/icons/social/facebook-24x24.png)](http://www.facebook.com/share.php?u=https%3A%2F%2Fblog.changefirst.com%2Fwhy-personal-change-resilience-and-beliefs-about-change-are-crucial-to-change-leadership-success%3Futm_medium%3Dsocial%26utm_source%3Dfacebook) [![Share on LinkedIn](https://static.hubspot.com/final/img/common/icons/social/linkedin-24x24.png)](http://www.linkedin.com/shareArticle?mini=true&url=https%3A%2F%2Fblog.changefirst.com%2Fwhy-personal-change-resilience-and-beliefs-about-change-are-crucial-to-change-leadership-success%3Futm_medium%3Dsocial%26utm_source%3Dlinkedin) [![Share on Twitter](https://static.hubspot.com/final/img/common/icons/social/twitter-24x24.png)](https://twitter.com/intent/tweet?original_referer=https%3A%2F%2Fblog.changefirst.com%2Fwhy-personal-change-resilience-and-beliefs-about-change-are-crucial-to-change-leadership-success%3Futm_medium%3Dsocial%26utm_source%3Dtwitter&url=https%3A%2F%2Fblog.changefirst.com%2Fwhy-personal-change-resilience-and-beliefs-about-change-are-crucial-to-change-leadership-success%3Futm_medium%3Dsocial%26utm_source%3Dtwitter&source=tweetbutton&text=Why%20personal%20change%20resilience%20and%20beliefs%20about%20change%20are%20crucial%20to%20change%20leadership%20success) [![Share on Email](https://static.hubspot.com/final/img/common/icons/social/email-24x24.png)](mailto:?subject=Check%20out%20https%3A%2F%2Fblog.changefirst.com%2Fwhy-personal-change-resilience-and-beliefs-about-change-are-crucial-to-change-leadership-success%3Futm_medium%3Dsocial%26utm_source%3Demail%20&body=Check%20out%20https%3A%2F%2Fblog.changefirst.com%2Fwhy-personal-change-resilience-and-beliefs-about-change-are-crucial-to-change-leadership-success%3Futm_medium%3Dsocial%26utm_source%3Demail) ### Posts by Tag [![](https://changefirst.com/images/Icons/Social_LI.svg)](https://uk.linkedin.com/company/changefirst) [![](https://changefirst.com/images/Icons/Social_TW.svg)](https://twitter.com/Changefirst) [![](https://changefirst.com/images/Icons/Social_VM.svg)](https://vimeo.com/changefirst) [![](https://changefirst.com/images/Icons/Social_FB.svg)](https://www.facebook.com/Changefirst-129807110363683/) [Website T&Cs](https://info.changefirst.com/website-tcs)    |     [Security Policy](https://info.changefirst.com/security-statement)    |     [Privacy Policy](https://info.changefirst.com/privacy-policy)    |     [Cookie Policy](https://info.changefirst.com/cookie-policy)