Change is rarely the problem. The real test lies in how leaders respond as reality shifts and outcomes evolve.

On October 7, KennedyFitch hosted a webinar with Partner Joyce Wicherts and HR Executive Andrea Bodstein-Walenciak, exploring what truly moves people and systems during transformation. The session combined practical models, real-world examples, and tools leaders can apply immediately. Together, we examined how to translate strategic intent into everyday behavior—making change not just possible, but sustainable.

Understanding the Human Arc of Change

Every shift travels a human arc. First, we let go. Then, we move through the messy middle—where uncertainty and exploration coexist. Finally, we step into new beginnings with fresh possibilities and a forming identity.

When leaders honor endings with intent, design the middle for safety and learning, and stage early wins that are visible, attributable, and teachable, momentum begins to feel natural. Energy returns. Strategy becomes human, and culture begins to move.

This framework formed the foundation for our webinar, where participants explored how to lead transformation from both a strategic and deeply human perspective.

From Definition to Practice: What Makes Change Stick

Leading change sounds simple. Making it stick is hard. In the session, Joyce and Andrea started by clarifying the difference between change and transformation, cutting through the noise that often clouds leadership conversations.

We then examined why so many change efforts stall:

• Applying technical fixes to adaptive problems.

• Underinvesting in role modelling and the “why.”

• Rushing delivery without addressing the design gaps that build alignment and trust.

Participants walked away with plain-language frameworks, practical actions, and real stories from large-scale programs, helping them lead both their teams and themselves through ongoing transformation.

Leading When Point B Isn’t Fixed

Not every challenge has a clear destination. Effective leaders understand that Point B is not fixed—it evolves as systems learn and adapt. Successful leadership in transformation means listening to the organization, testing, learning, and re-aiming with intent, rather than chasing certainty.

The webinar highlighted four drivers that create collective momentum:

• A clear why and why now to establish shared purpose.

• Mechanisms and incentives aligned with the organizational story.

• Skills and confidence so people can act independently.

• Visible role modelling from senior leaders to demonstrate what “good” looks like.

Navigating the Emotional Journey of Transition

Change is not just structural—it’s emotional. Every transformation begins with an ending, moves through a neutral zone where habits are rewired, and concludes with new beginnings.

Leaders can make this journey more effective by:

• Communicating clearly in early stages to reduce uncertainty.

• Listening actively and enabling safe experimentation in the middle.

• Recognizing and rewarding new behaviors to help them stick.

Emotions act as valuable signals. By using them intentionally, leaders can design transitions that are both strategic and human-centered.

From Insight to Application

Transformation happens when insight turns into movement. Participants were invited to bring real change challenges from their organizations for a live exercise, applying frameworks in real time. The discussion revealed how to balance design and delivery, stay patient amid complexity, and build confidence to lead through uncertainty.

Continue the Conversation

At KennedyFitch, we help leaders and organizations navigate the evolving landscape of work—combining data, design, and dialogue to make transformation human and effective.

To learn more about our leadership and change programs, or to explore how your team can build momentum in times of transition, reach out to Partner Joyce Wicherts.

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