Organisational change is no longer a rare event; it’s the constant backdrop to how we work. Whether driven by tech, shifting customer expectations, or new ways of working, change can either derail teams or motivate them. The difference often lies in how well leaders and teams understand and apply their strengths, as well as how effectively they develop productive skills to support resilience and performance.
In our latest guide, From Disruption to Recovery: A Guide for Teams Navigating Change, we explore how Strengthscope’s leadership and team frameworks provide practical support for thriving through change.
Why change fails and what to do about it
According to McKinsey, nearly 70% of change initiatives fail, often due to cultural resistance and a lack of alignment. However, our research suggests that success is not only possible but also within reach. When leaders and teams integrate clarity, trust, and feedback into their work practices, they are better equipped to adapt and thrive in the face of change.
This guide introduces a three-part model for change:
- Preparing for Change
- Driving Agency Through Change
- Post-Change Development
Each phase is supported by skills from our StrengthscopeTeam™ and StrengthscopeLeader™ frameworks, paired with the energy and motivation that come from understanding and using strengths.
1. Preparing for change: clarity and vision come first
At the beginning of any change journey, clarity is essential. The StrengthscopeTeam™ framework identifies clarity as a foundational skill, ensuring clear roles, goals, and a shared purpose. In parallel, the StrengthscopeLeader™ framework highlights Sharing Vision, which focuses on articulating a compelling picture of the future.
When leaders set direction and teams align their focus, organisations create a foundation for engagement and action. Our Team Effectiveness Report 2025 found that clarity is the strongest predictor of overall team effectiveness.
Tips to optimise this phase:
- Co-create team goals to build buy-in.
- Use visual tools to reinforce alignment.
- Revisit goals as context evolves.
2. Driving agency through change: Psychological safety matters
Change is uncertain, and uncertainty breeds hesitation. The solution? Psychological safety: Teams need to feel secure enough to speak up, take risks, and push themselves. This is where the StrengthscopeTeam™ skills of Trust and Accountability, and the leadership skill of Sparking engagement, come into play.
Our 2025 research shows that Stretch, the skill focused on feedback and continuous improvement, is the lowest-rated skill across teams. That’s a concern, especially during change. Strengths-based feedback provides a powerful way to initiate improvement in the feedback culture.
How to build agency during change:
- Embed regular feedback loops.
- Recognise effort to encourage accountability.
- Foster open, inclusive dialogue to build trust.
3. Post-Change: Reflect, learn, stretch
After the initial change push, teams often go into “recovery mode.” But this is the moment to embed learning and look forward. The StrengthscopeTeam™ skill of Stretch and the StrengthscopeLeader™ skill of Sustaining Progress support continuous improvement, innovation, and resilience.
Teams with a growth mindset, those who see change as an opportunity, score higher in Change Readiness, particularly in industries like manufacturing. By reflecting on what worked and leveraging strengths that contributed to success, teams can reinforce positive momentum.
Strengthen post-change resilience by:
- Running retrospectives to capture lessons learned
- Encouraging experimentation and calculated risk-taking
- Using team strengths to drive future initiatives
A practical, human-centred approach to transformation
Navigating change isn’t about chasing the latest trend or strategy. It’s about aligning people’s energy, strengths, and habits consistently and deliberately.
As our report shows, many leaders underestimate their own effectiveness, with a 75% increase in the perception gap between how leaders rate themselves and how others rate them since 2019. It’s time to close that gap, not just with confidence, but with clarity and structure.
📘 Explore more insights in our complete guide: From Disruption to Recovery: A Guide for Teams Navigating Change
Next steps
Whether you’re navigating a transformation, supporting team development, or planning a new leadership programme, our team is here to help.
Get in touch to explore how our strengths-based tools and frameworks can support your organisation through change, helping you build clarity, cohesion, and confidence at every stage.
