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Organisational change reveals more than operational gaps — it reveals leadership gaps. Far too often, senior leaders become removed from the lived reality of their teams. This disconnect not only erodes trust but weakens the very culture needed to navigate transformation.
Transparent leadership isn’t a ‘nice to have’ — it’s a competitive advantage.
Why Trust Fails During Change
Why Trust Fails During Change
According to Gallup, only 1 in 5 employees strongly trust their organisation’s leadership. Meanwhile, 46% of companies cite resistance to change as a major barrier to success. This resistance is often less about the change itself — and more about how it’s led.
When leaders don’t communicate with empathy or transparency, teams fill the silence with fear, resentment, or disengagement.
Empathy: The Strategic Lever Most Leaders Underuse
Empathy: The Strategic Lever Most Leaders Underuse
Empathy is often dismissed as a soft skill — but the impact is hard-edged. Gallup found that empathetic leadership leads to a 20% increase in retention, and that 68% of employees expect flexibility and emotional intelligence in their leaders.
Google’s Project Aristotle reinforces this, showing that psychological safety — the bedrock of team performance — thrives under empathetic leadership.
Employee trust in organisational leadership has dropped significantly.
Few managers and employees feel connected to their organisation's culture.
Empathy: The Strategic Lever Most Leaders Underuse
Empathy: The Strategic Lever Most Leaders Underuse
Empathy is often dismissed as a soft skill — but the impact is hard-edged. Gallup found that empathetic leadership leads to a 20% increase in retention, and that 68% of employees expect flexibility and emotional intelligence in their leaders.
Google’s Project Aristotle reinforces this, showing that psychological safety — the bedrock of team performance — thrives under empathetic leadership.
Leadership Sets the Culture, Not Just the Direction
Leadership Sets the Culture, Not Just the Direction
Your strategy might be clear, but if your leadership behaviours are inconsistent, culture will suffer. Gallup reports that only 23% of managers feel connected to their organisation’s culture. More worryingly, just 19% of employees say the same.
This “culture disconnect” weakens engagement, loyalty, and trust — especially during uncertain periods.
Transparency Builds Alignment and Buy-In
Transparency Builds Alignment and Buy-In
If empathy is how employees feel heard, transparency is how they stay informed.
Edelman’s Trust Barometer shows that 85% of employees expect regular updates during change — but many leaders fall short. Silence breeds suspicion. Clarity builds confidence.
Similarly, the World Economic Forum notes that 85% of companies are investing in reskilling, yet without transparent communication around the “why,” these efforts struggle to land.
Four Actions for Transparent, Empathetic Leadership
Four Actions for Transparent, Empathetic Leadership
If you want change to succeed, your leadership needs to do more than announce it — it needs to embody it.
1. Diagnose Engagement and Culture
Use tools like Gallup’s Q12 Survey to understand where trust is breaking down.
2. Lead with Empathy
Run listening sessions, acknowledge challenges, and prioritise psychological safety.
3. Be Transparent Early and Often
Share what’s happening and why — even if the picture isn’t perfect yet.
4. Align Leadership Behaviour to Culture
Don’t just preach values — model them visibly in decisions, actions, and communication.
The Cost of Inaction Is Already Here
The Cost of Inaction Is Already Here
Gallup reports that 51% of employees are actively job hunting or watching for new opportunities. Meanwhile, the WEF predicts a 39% churn rate in the labour market over the next five years. Retention isn’t a side issue — it’s a strategic priority.
When leadership lacks empathy and transparency, top talent walks.
Final Thought: Connection Over Control
Final Thought: Connection Over Control
At its core, leadership during change is not about controlling outcomes — it's about building connection. Employees don’t expect perfection. They expect honesty, humanity, and a leader who sees their reality.
So the question isn’t whether leadership matters.
It’s whether your leadership is close enough to matter.
If you’re navigating organisational change and need help aligning your leadership, culture and communication strategy — let’s connect.
I offer strategic advisory and leadership alignment workshops for brands and leadership teams.
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