Episode five is a solo episode where I share some of the strategies I’ve used to help managers during change. Here are the following standout moments I highlighted on LinkedIn:
1m20s “Not all change is the same” I share different categories of change that Rachel Miller outlines in her book, Successful Change Communication. It makes so much sense and helps us to realise that change is the norm. There is change, such as a new system being introduced, and change such as team member leaving and a new one starting. I share the different categories with examples in the episode.
You might be interested to know that Rachel Miller is my guest on episode eight of season one (airs on Tuesday 25th August 2026). She shares so much wisdom and practical help. It’s a goldmine of an episode.
3m04s “Change isn’t on top of your day job. It IS the job!” Whenever I work with groups of managers, they will often say that they are struggling to do their jobs when there is another change. But what about if we changed our mindset? Rather than see change as another thing to shoehorn in on top of everything else on our list, we could see it as part of the day job. This reframe might help us feel a bit less stressed.
7m41s “People react differently to change and that’s okay” An all too often overused model is the grief curve, developed by Elisabeth Kubler Ross. This was never designed for or tested in organisational change contexts. Instead, I share a useful, research-backed framework developed by Shaul Oreg and colleagues. I first came across this theoretical framework in 2018. It’s subsequently been tested in different organisational change contexts, with research papers published in 2023 and 2024.
15m24s The invisible group during change to watch out for. The reason I think the model developed by Oreg et al (2018, 2023, 2024) is so helpful is because they differentiate between the range of feelings and emotions AND the amount of energy and engagement people offer up during change. The framework suggests four distinct groupings, with one of these being a group who are disengaged and not in a great place emotionally. I think that this group, in the past, would have been lumped in with those who were on board due to the mistaken belief that silence is agreement.
I do a lot of work with people managers and HR/OD practitioners thinking about the different groups and strategies to work with and help them. Get in touch if you’d like to work with me on this – hayley@halopsychology.com
16m24s Key leadership qualities needed during change. Towards the end of the episode, I share the two leadership qualities that can make a big difference during change, particularly change that creates anxiety, anger, or uncertainty. Before you listen to the episode, have a guess what you think those two qualities might be and your reasons why. Let me know if you got it right.
Have you listened to the episode? Tell me what your favourite moments were. What were the a-ha moments for you?
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Post author: Dr Hayley Lewis. First published on the HALO Psychology website 20 July 2026.
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