Blogpost by Cyriel Kortleven.
Change is inevitable, yet many organisations struggle to make it work. Resistance from employees, disengagement from teams, and the all-too-common failure of transformation initiatives make it clear that simply announcing a change is never enough. Leaders know that change is necessary, but how do you make it happen in a way that people embrace rather than resist?
In today’s fast-moving world, professionals need more than just a well-documented change plan. They need a mindset and approach that turn uncertainty into opportunity. That’s exactly what the keynotes of Cyriel Kortleven are designed to achieve.
Overcoming Resistance: From “Yes, But” to “Yes, And”
One of the biggest roadblocks to successful change is resistance. People are wired to stick to what they know, and even when a new process or strategy makes logical sense, there’s often an emotional pushback that says, “This won’t work for me.” Too many change initiatives stall because they fail to address the underlying fear of the unknown.
The key to overcoming this resistance is to shift from a “Yes, But” mindset—where every new idea is met with a reason why it won’t work—to a “Yes, And” approach that suspends judgment and allows for new possibilities. Instead of focusing on what might go wrong, employees learn to see challenges as opportunities. Through interactive storytelling, practical exercises, and real-world examples, The Change Mindset helps professionals develop this shift in thinking.
When employees stop seeing change as a threat and start seeing it as a chance to innovate, resistance naturally begins to fade. They become more willing to step outside their comfort zones, experiment with new approaches, and—most importantly—take action.
Engaging your workforce: creating Momentum instead of rules & procedures
A disengaged workforce is one of the biggest reasons why change efforts fail. It’s not enough to tell people what needs to change; they need to feel personally invested in the process. Traditional top-down approaches rarely work because they fail to connect with employees on an emotional level.
This is where ‘Making Change Simple’ provides a powerful framework. The secret to engagement lies in making change specific, smooth, and small. Employees resist vague directives, but when change is broken down into clear, concrete actions, it feels less overwhelming. Instead of pushing massive transformation projects that leave employees unsure where to start, organisations can design change in a way that integrates seamlessly into daily routines.
By reducing friction and allowing people to experience quick wins, engagement increases naturally. Employees who feel like they have control over how they implement change are more likely to embrace it. And when they see the impact of their actions, they become champions of change rather than passive bystanders.
Making Change Stick: Why Focusing on Behaviour is the Key to Long-Term Success
Even when an organisation successfully rolls out a change initiative, the real challenge is ensuring it lasts. Too often, teams fall back into old habits, and after a few months, it’s as if nothing ever changed. The problem? Many organisations focus too much on communication and not enough on behavioural change.
Sustainable change isn’t about introducing new policies or sending out company-wide emails—it’s about shifting daily habits and routines. The best way to embed change is through small, consistent actions that reinforce the new behaviour. Instead of overwhelming employees with big, abstract goals, organisations should start with micro-actions that build momentum over time.
By making change easier, reducing resistance, and engaging employees in the process, organisations can dramatically improve their success rate. With the right mindset and approach, change doesn’t have to feel like an uphill battle—it can be an opportunity for growth, creativity, and progress.
The Bottom Line: Change is Possible When You Make It Practical
Change doesn’t fail because people are unwilling—it fails because they don’t see how it applies to them, or because it feels too big and complicated to take on. But when change is framed as an opportunity rather than a burden, when it is broken down into small steps, and when employees feel empowered to take ownership, transformation becomes not just possible, but inevitable.
If your organisation struggles with stalled initiatives, employee pushback, or the challenge of making change stick, it’s time for a new approach. An engaging & interactive session with Cyriel can provide the insights, tools, and energy to turn resistance into action, disengagement into enthusiasm, and fleeting change into lasting impact.
Are you ready to change the way you approach change? Let’s make it happen!
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