How to lead a change you don’t agree with

One of the toughest challenges in leadership is guiding your team through a change you don’t fully agree with. It’s a test of professionalism, resilience, and values—especially when the line between authenticity and organisational unity feels razor-thin.

If you handle this moment well, you’ll gain the trust of your team, even when the decision itself is unpopular. But it requires a careful balance: leading with integrity without blindly towing the company line or airing your personal objections in full.

Don’t be the insincere company mouthpiece. People will smell the fakery on you and it won’t end well.

Instead, here’s some thoughts on how to strike that balance and lead effectively when the change isn’t what you would’ve chosen…

1. Get Clear on the “Why” - Even If You Don’t Love It

Understanding the rationale behind the decision is the first step. Ask questions, explore the bigger picture, and consider how this fits within the broader organisational goals.

While you may not agree with the specifics, you might find points of alignment in the intention behind the change.

Tip: Anchor yourself in your values. If the “why” feels shaky, focus on guiding your team through uncertainty with clarity, consistency, and compassion.

2. Balance Integrity and Professionalism

Your team needs leadership, not personal dissent. Yet pretending to fully endorse a decision when you don’t can erode trust. Argh, what to do?

Authenticity doesn’t mean unloading your misgivings but being honest in a way that supports unity.

Tip: Try language like:

“This isn’t the approach I would’ve chosen, but I understand the organisation’s goals, and it’s my job to support you in making this work. Let’s focus on how we can navigate it together.”

This allows space for honesty without undermining the team’s confidence in the process.

3. Lead with Empathy and Invite Dialogue

If you’re wrestling with the change, your team probably is too. Create a safe space for them to express concerns and ideas. Listen actively and acknowledge their frustrations without letting the conversation spiral into negativity.

Tip: Frame discussions around solutions:

“What challenges do you see in this change, and how can we address them together?”

This approach not only encourages buy-in but might also surface some valuable insights to help you get on board a little more.

4. Focus on What You Can Control

You may not agree with the direction, but you have influence over how it’s executed. By channelling your energy into thoughtful implementation, you can reduce disruption and create opportunities for your team to succeed.

Tip: Stay forward-looking. Break the change into manageable steps and align them with your team’s strengths, reinforcing their sense of purpose and capability.

5. Know When to Draw the Line

Sometimes, a change may clash so deeply with your values or vision that you can’t execute it in good conscience.

If you find yourself in this position, it’s worth reflecting on whether staying in your role is sustainable or fair to you or the organisation.

Tip: Leaving a role over a fundamental misalignment is not a failure—it’s an act of integrity. Your leadership legacy is built on the values you uphold, not just the results you deliver.

6. Use This Moment to Build Trust

How you show up during tricky times speaks volumes.

When your team sees you balancing honesty with professionalism, and leading with empathy while staying true to your principles, they’ll trust you more—even when the situation is tough.

Leading through a change you don’t agree with is never easy. But it’s an opportunity to model integrity, adaptability, and thoughtful leadership under pressure. If done well, it’s a defining moment for you and your team.

Have you ever had to lead a change you didn’t agree with? How did you approach it? Get in touch and let’s swap strategies.

Until next week, take care of yourself and others

Madeleine

PS I’m off for summer break! Enjoy a fantastic festive season and see you in 2025!

I help accomplished professionals untangle difficult career questions so they can thrive in work and life.

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