Hello Reader,
Why Change Doesn't Break Teams—Disconnection Does
Every change in healthcare creates ripple effects—emotionally, relationally, culturally. And here's what I've noticed: change itself doesn't fracture teams. Disconnection does.
The leadership we bring during times of change determines which one happens.
In a recent conversation with my colleague Gillian Faith, we explored what it means to lead through change with a relational lens. Not the kind of leadership that pushes directives from the top, but the kind that navigates complexity with care, human-centered connection, and clarity.
Resistance Isn't the Enemy—It's Information
We've all been in that meeting. Half the room is energized by a new initiative, and the other half looks like they want to flip the table. As leaders, our instinct might be to push through the discomfort or focus on the people who are "on board."
But resistance often signals something important: someone hasn't been heard.
As Gillian put it: "Maybe resistance is there because somebody has something very relevant to say and it hasn't been heard. We should listen to them because it might really help the outcome of our change initiative."
Instead of viewing pushback as an obstacle, consider it a signal to dig deeper. What's driving the concern? What perspective are we missing? The answer might be the key to making the change work.
The Power of "Both/And"
One of the most valuable things a leader can do is hold space for multiple truths at once. Change can be exciting and draining. An initiative can have real potential and legitimate risks.
When you name what's happening in the room—acknowledging both the enthusiasm and the concern—you become a more balanced leader. People feel seen. And from that place of acknowledgment, something unexpected often emerges: a third way forward that neither side had considered.
The next time you're facilitating a difficult conversation, try asking: "Does someone have a completely different idea?" The solution might come from the person who wasn't in the initial planning room at all.
Trust Is the Lever
If you want people to follow you through uncertainty, they need to trust you first. And trust is built in the small moments—before the big change ever hits.
This means: being honest (even when it's hard), being as transparent as you can with the information you're allowed to share, and helping your team connect the dots between what's happening and why.
When people understand the "why" behind a change, they're far more likely to get behind it. As Gillian noted, "If people don't understand it, they're way less likely to get behind it."
Dialogue Over Directives
Leaders often face pressure from above—KPIs, deadlines, fiscal targets. But for your team, the process matters just as much as the outcome.
Prioritizing dialogue doesn't mean avoiding accountability. It means creating psychological safety so people can speak up when something isn't working. It means checking in on how people are experiencing the change, not just whether the metrics are moving.
And sometimes, it means saying: "I don't know exactly how this is going to play out, but here's what I do know." That honesty goes a long way.
The Empty Chair
Here's a technique worth trying: before making a decision, put an "empty chair" in the room. Ask yourself and your team, "If this stakeholder were here—the night shift nurse, the part-time staff member, the patient—what would they say about what we're deciding?"
Pre-planning with diverse perspectives in mind takes far less time than fixing things on the back end. The voices closest to the problem often have the most valuable input.
The Relationships Are What Get Us Through
I keep thinking about the pandemic. We faced something none of us had ever seen before—uncertainty at every turn. And what got us through wasn't a perfect playbook. It was the relationships. Watching each other's backs. Pitching in. Speaking up when something was missed.
The same is true now, in every change we navigate together.
So here's my invitation: whatever leadership theories or frameworks you use, consider leading with relationships first. When you prioritize connection—through how you run meetings, how you listen, how you share hard news—you build a team that can weather anything together.
🎧 Listen to the podcast sneak peek episode below and listen to the full episode on YouTube, Apple, Spotify, Podbean, or Amazon Music.
What's inspiring us this week:
Wins come to those that persevere. Elana Meyers wins a bobsledding gold at age 41 after almost quitting. It also shows that the people you surround yourself matters. People who keep you accountable, cheer you on, and believe in you even when you don't.
The Practice: Celebrating Wins
We get more of what we focus on. The practice of gratitude and celebrating the goodness of life is the first step in changing our brains, mindsets, and circumstances for the better.
Meeting some lovely people via LinkedIn that you too will get to meet soon through our medTHRIVE® Connect webinars! Sign up to join this free community and take us on the go in the Circle app! You can check out February's webinar: Dating & Relationships: Real Talk for Healthcare Leaders here.
Stay mindful and keep leading,
Lillian
Founder & CEO
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