If you’ve ever driven through dense fog, you know the disorienting feeling of not knowing what’s coming next. Your instinct is to slow down, grip the wheel tighter, and listen closely to your surroundings.
Leading through change can feel the same. Whether it is a merger, restructuring, rapid growth, or a shift in strategy, clarity becomes the most valuable compass. But clarity does not always mean certainty — especially during transitions. This compass helps point the way, even when the path itself remains hidden by the fog.
As Taylor Harrell emphasizes in her TED Talk, “What Leaders Need to Know About Organizational Change,” the traditional playbook of commanding and controlling through change is outdated. People crave meaning, empathy, and transparency — not just direction.
The New Paradigm for Leading Through Change
Clarity over Certainty
What people need from leaders in change isn’t just about answers. Rather, staff and employees want:
- Honest communication about what’s known and what’s not.
- A shared process of learning, deciding, and adjusting.
- Regular updates with clear communication of shifts and updates, even as the goals shift.
- A trusted environment that invites the team or community to walk through the fog together.
What is often missed
In her TED Talk, Harrell shares three truths that leaders need to internalize and manifest:
- Change is emotional before it is strategic: People don’t resist transitions—they resist feeling unseen, unheard, or uncertain. A pivot that seems logical on paper may feel threatening to someone worried about their role, identity, or influence.
- Employees don’t need a plan—they need a story: Harrell explains that storytelling is key to aligning people around change. She points out that, “if people don’t see themselves in the change narrative, they won’t walk the path with you.”
- Clarity is an act of care: Open, regular communication is not just logistical; it’s relational. When leaders take time to create shared understanding, they build psychological safety—especially across lines of hierarchy and identity.
These points align deeply with the conflict-sensitive, human-centered work we do at Harmony Strategies Group.
Practical Tools to Foster Clarity
Here are proven tools and practices to support clarity in times of change:
- Transparent Communication: Share updates regularly—even if they’re incomplete. Say: “Here’s what we know. Here’s what’s evolving. Here’s how we’ll keep you informed.”
- Visible Decision-Making Frameworks: Explain how decisions are made. Example: “We are using values alignment and stakeholder feedback as our north star.”
- Short-Term Co-Created Goals: Instead of mapping out a year ahead, invite teams to co-design 30- or 60-day sprints. This builds ownership and reduces overwhelm.
- Visualization Tools: Use a roadmap or “temperature map” of how teams are responding. Help people see the process, not just the outcomes.
- Reflective Dialogue: Run facilitated sessions that help teams make meaning of change. Use questions like:
- What’s feeling clear or foggy right now?
- What support do we need in this phase?
Bottom Line
Clarity isn’t about having the full picture. It is about holding the flashlight and inviting your team to walk with you, step by step, even when the road disappears into the fog. Let your leadership be a steady beam, not a searchlight.
What do you do as a leader when change comes knocking? How do you create a space for the transition to take place in a way that reduces change fatigue? Tell us in the comments below.
Need some help?
Our team has decades of experience helping teams navigate through change and uncertainty. Email us to book a free consultation!
Resources
What Leaders Need to Know About Organizational Change: Ted Talk by Taylor Harrell
My Prescription For Dealing With Change: Ted Talk by Dr. Raymond Mis
