A step-by-step guide to staying grounded, informed, and engaged when everything’s shifting

Let’s talk about change fatigue

Change is constant, but that doesn’t mean it’s easy. Whether it’s a merger, a new system, or a shift in leadership, organisational change can stir up uncertainty, resistance, and even grief. And when communication is patchy or trust is low, silence can feel louder than any announcement.

This guide helps you navigate change with more clarity and less overwhelm, whether you’re leading it, living through it, or somewhere in between.

Understand the “Why”

Even if you don’t agree with the change, understanding the rationale can help you orient yourself.

☑ Ask:

• What’s driving this change, external pressure, internal strategy, or both?
• What problem is it trying to solve?
• What’s the intended outcome?

✍ The stated reason for this change is ____________________________
and I think it’s really about ____________________________.

Acknowledge the Emotional Impact

Change isn’t just logistical, it’s emotional.

☑ You might feel:

• Shock, denial, or anger
• Anxiety about your role or future
• Hope, curiosity, or even relief

✍ Right now, I’m feeling ____________________________
and that’s a valid response to uncertainty.

Seek Clarity, Not Just Reassurance

Vague updates can fuel anxiety. Ask for specifics.

☑ Try:

• “What does this mean for my team in the next 3 months?”
• “What decisions are still in progress?”
• “How will we be involved in shaping what comes next?”

✍ One question I still need answered is ____________________________.

Focus on What You Can Influence

You may not control the change, but you can shape your response.

☑ Consider:

• What’s still within your sphere of influence?
• What values or strengths can you lean on?
• What support do you need?

✍ One thing I can do this week to stay grounded is ____________________________.

Connect with Others

Change can isolate us—or bring us together.

☑ Try:

• Talking with trusted colleagues
• Sharing concerns in a constructive way
• Creating space for informal check-ins

✍ One person I’ll reach out to is ____________________________
because they help me feel ____________________________.

Reflect on What This Change Reveals

Even hard changes can surface important truths.

☑ Ask:

• What’s being made visible about our culture or leadership?
• What’s working—and what’s not?
• What do I want to carry forward, or leave behind?

✍ This change is teaching me that ____________________________.

Final Reflection: What Does Adaptation Look Like for You?

Adapting doesn’t mean agreeing. It means staying present, asking good questions, and choosing how you show up. What would it mean to meet this moment with both clarity and care?

✍ If I could shape one part of this transition, I’d focus on ____________________________
because it would help us ____________________________.

Pop over to Gwenin for a selection of frameworks, or pop over to Spiralmore’s collections. You’re also welcome to explore our more relaxed corner: the informal blog