Rethinking your Approach to Change

The role of emotional intelligence in navigating organisational change

Navigating change is both essential and inevitable for any organisation. The success with which an organisation manages change can significantly influence the outcomes it achieves. According to Harvard Business School, organisational change can be categorised into two types: adaptive changes and transformational changes. Adaptive changes are small, gradual adjustments made to address evolving needs over time, ensuring the organisation stays responsive and relevant. In contrast, transformational changes are more profound, involving a fundamental shift in strategy, performance, or vision, often reshaping the organisation's direction entirely.

In 2025, it is more important than ever to ask: is your organisation truly prepared for change?

The success of organisational change hinges on a variety of factors, including effective leadership, clear communication, a foundation of trust, organisational readiness, and a supportive work culture. Each of these elements plays a critical role in determining how smoothly and effectively change is implemented and embraced. However, when change is managed poorly, it can lead to negative consequences such as disengagement, increased conflict, reduction of productivity, and decreased morale.

To mitigate these risks and foster smoother transitions, organisations can prioritise the development of emotional intelligence (EI). This essential skill equips leaders and employees to navigate the emotional complexities of change, encouraging understanding, collaboration, and resilience.

Here are three ways EI supports successful change management:

1.      Effective Leadership

Leaders with high emotional intelligence are better equipped to recognise and understand their own emotions, allowing them to stay composed and make sound decisions under pressure. Their ability to empathise with the concerns of others enables them to address resistance in a measured and thoughtful way, fostering trust and reducing conflict within their team. Additionally, emotionally intelligent leaders excel at motivating and inspiring others, creating an environment where employees feel valued and heard. By confidently addressing thoughts and opinions, these leaders cultivate a sense of purpose and alignment, which is essential during times of change.

Action point: Organise a leadership workshop focused on emotional intelligence to help leaders recognise and manage their own emotions, especially in high-pressure situations. Include training on how to actively listen to employees' concerns, demonstrate empathy, and develop strategies to address resistance in a thoughtful and constructive manner. Encourage leaders to regularly check in with their teams to build trust and ensure they are motivated and aligned during times of change.

2.      Clear Communication

Emotionally intelligent individuals are more likely to have effective communication strategies by conveying their thoughts, feelings and reservations with clarity and confidence. This transparency not only reduces misunderstandings but also encourages an open dialogue between staff and management, where employees feel genuinely heard and valued. When emotions and ideas are communicated effectively, it fosters trust and builds the foundation for buy-in, ensuring that employees are more aligned and engaged with change initiatives.

Action point: Schedule a 1-hour meeting to discuss any expected changes in the upcoming month. Encourage employees to bring any questions or concerns they may have. Ensure management provides clear, honest, and concise answers to address these queries, fostering transparency and helping to establish better communication channels throughout the organisation.

3.      Adaptability and Resilience

Emotional intelligence helps individuals and teams to develop the adaptability and resilience needed to thrive during times of change. By understanding and managing emotions, employees can remain flexible in the face of uncertainty, viewing challenges as opportunities rather than obstacles. Leaders with high EI can encourage an optimistic mindset, helping their teams stay positive and solution-focused. This emotional agility enables organisations to bounce back more quickly and adapt to new circumstances, ensuring smoother transitions and continued progress.

Action point: When presented with change, focus on potential opportunities rather than challenges. How might the organisation benefit from the change? Encourage teams to reframe their perspectives and identify ways they can leverage the change for growth and success.

To successfully navigate change, organisations must prioritise emotional intelligence, empowering leaders, individuals, and teams to embrace challenges with resilience, communicate effectively, and foster a working environment based on trust and compassion.

Find out more about your preference towards change using the CSI 2.