All organizations face change—but not all navigate it well. Studies by McKinsey and others suggest that up to 70% of organizational change efforts fall short of their goals. Why? Traditional models tend to emphasize systems and timelines over people, overlooking the emotional, relational, and cultural dynamics that drive real transformation. Employees may comply, but they rarely feel engaged or empowered.
To succeed, organizations must go beyond surface-level strategies and embrace best practices for change management that prioritize shared ownership, clear communication, and human connection. That means treating people not just as recipients of change, but as co-creators of it.
Effective change leadership calls for more than a plan—it requires presence, empathy, and the ability to lead from within as well as from the front. This is where the Co-Active approach begins.
Explore Leadership Development With Co-Active
Why Change Management Requires Multidimensional Leadership
The Limits of Traditional Top-Down Leadership
One-size-fits-all leadership does not work when your business is in the middle of upheaval. A powerful best practice for change management is to lead in multiple ways simultaneously. The Co-Active Leadership Model teaches leaders to shift roles as needed—sometimes steering from the front with a compelling vision, sometimes supporting from behind, and often standing beside the team in co-leadership.
The Co-Active leadership framework highlights five complementary influence dimensions. (Within, In Front, Behind, Beside, and In the Field). This omnidirectional approach breaks the old top-down mold, and people at every level are encouraged and equipped to lead in their respective roles.
Engaging Teams from Every Angle
Harvard Business School Online notes that “successful change management requires effective communication” with team members and key stakeholders. Practically, this means every meeting or email during a transition should invite questions and acknowledge concerns while keeping everyone informed.
The International Coaching Federation (ICF) also affirms that team coaching interventions and excellence in communication become especially effective during change, helping teams deepen trust, clarify goals, and improve collaboration. These are foundational to the best practices for change management adopted by Co-Active leaders.
Using Connection and Vision During Transitions
Human Connection Is a Strategic Advantage
One best practice for change management is to humanize the process: leaders feel alongside their teams even as they guide. Co-Active leadership trains people to listen first and lead second. We teach that great leaders must demonstrate value to others by listening first before judging and correcting.
By genuinely listening to employee fears and frustrations, leaders can help transform their anxiety into trust. For example, when introducing a new platform, a Co-Active leader might say, “I know this is a lot to take in. Let’s talk through your biggest concerns,” instead of pushing forward without pause for reflection or feedback.
Vision Anchors the Organization During Change
Connection opens the door. Vision brings people through it. Once people feel understood, they are ready to embrace possibility. A Co-Active leader paints a vivid picture of success—the north star on the horizon—so the full team sees where they are heading.
For example, after listening to staff frustrations about a digital transformation, the leader may say, “Picture us six months from now solving problems twice as quickly. Here is how this proposed change will get us there.” Vision, when paired with deep-listening from connection, can help leaders turn apprehension into alignment.
How the Co-Active Model Supports Change
Experiential Learning That Builds Leadership Agility
A common question by business leaders is whether employees can truly learn to lead. Our answer is a resounding yes. The Co-Active Leadership Model provides concrete tools that transform leadership from theory to habit. The Co-Active Leadership Model immerses leaders in experiential learning that develops communication, emotional intelligence, and decision-making agility.
Leaders rotate through roles, receive real-time feedback, and practice the art of holding space while setting direction. This is not a simulation—it is leadership in motion.
From Individual Capability to Organizational Transformation
Graduates of Co-Active programs describe feeling more confident, connected, and clear. They bring that clarity back to their teams.
Over the last three decades, we have trained over 150,000 leaders and coaches and launched them either into private practices or to create vibrant coaching cultures in their spheres of influence. Our graduates report increased engagement, stronger collaboration among their team members, and improved organizational performance. Healthy best practices for change management are not just about surviving change, but bringing everyone along and ultimately thriving.
Creating a Culture That Welcomes Change
Psychological Safety as a Launchpad
Change often fails because people do not feel safe enough to experiment, admit confusion, or challenge the status quo. Co-Active leaders employ best practices for change management to create psychological safety where mistakes are learning moments and every voice matters.
In organizations prioritizing emotional intelligence and active listening—hallmarks of Co-Active culture—change becomes less of a threat and more of a shared adventure.
Leading Change from Any Seat
Co-Active leadership is not reserved only for the C-suite. It empowers individuals at every business level to take ownership and inspire action.
Whether a team lead or project manager, a Co-Active leader carries the mindset that they are part of a team that creates transformation together—a contagious belief. Together, they rewrite what is possible.
Make Change the Culture
Imagine your company thriving, where change no longer triggers fear in you or your team members but invites curiosity instead. Where leaders speak with both clarity and compassion, and teams grow closer as they evolve. This evolution is what Co-Active leadership champions.
By integrating best practices for change management—from multidimensional leadership to connection-infused communication—your organization can weather transitions and use them to gain speed, strength, and direction.
Co-Active Leadership Development is more than mere training. It is a call to become the kind of leader people remember—not for how you managed the change, but for how you made them feel as you managed it together.
Explore the principles of Co-Active Leadership today!