How Emotions Shape Organisational Change

We talk a lot about strategy, structure and systems when we plan organisational change. But in my experience, it is the emotional undercurrent that decides whether a change sticks or sinks.

Change is not just a shift in process or policy. It is a human experience. And humans feel before they act.

What I Learned About the Emotional Side of Change

Emotions shape commitment, collaboration and momentum. They influence how people interpret information, make decisions and respond to uncertainty.

The emotional side of change is often invisible in the project plan, yet it’s where the real work happens. I’ve seen teams stall not because they didn’t understand the “what” of the change, but because they were unsure about the “how it feels.”

Fear, uncertainty, pride, hope – these emotions influence how people show up, how they respond to challenges, and how quickly they adapt. When we ignore them, resistance grows quietly. When we acknowledge them, we create space for ownership and momentum.

In a recent Emotional Culture Deck (ECD) workshop, the team was dealing with a period of intense disruption. Staff changes, redundancies, shifting projects and the loss of a major revenue stream had unsettled the group. Interactions and respect had slipped. The purpose of the workshop was to create a safe space for the team to acknowledge the change and decide together how they wanted to progress.

How the Emotional Culture Deck Tools Helped

The Emotional Culture Deck (ECD) gave leaders and teams a shared language to talk about feelings without it becoming “too fluffy” or uncomfortable.

• It opened up honest conversations about what people were experiencing in real time

• It helped identify the emotions teams wanted to feel more of during change – and the ones they needed to reduce

• It made the invisible visible, giving leaders insight into what was driving behaviours

In one session, a leadership team discovered that “uncertain” and “overwhelmed” were sitting alongside “hopeful” and “proud.” That mix was gold – it showed them they didn’t need to eliminate discomfort, they needed to balance it with clarity and encouragement.

Challenges in Navigating Emotional Change

The biggest challenge? Helping leaders get comfortable talking about emotions. Many are used to tackling change with logic and process, not emotional conversation.

There are moments when people resist – “This isn’t relevant to the project plan” – but those were often the same people who later said, “This was the most useful conversation we’ve had.”

Despite concerns that the conversation might become disruptive, the team engaged with respect. People listened without talking over each other and were open to different perspectives. Even with unexpected challenges such as hybrid participation, missing resources and a baby in the room, the group stayed focused and productive.

Breakthroughs

For me, the breakthrough was realising that emotions they actively shape change. When leaders deliberately craft the emotional tone during transitions, they don’t just reduce resistance, they accelerate engagement.

I also noticed how quickly psychological safety grew when people were invited to share how change was impacting them. Even small shifts – like naming “I feel anxious about my role changing” – created connection and trust.

How It Changed My Perspective on Leadership and Change Management

Before using the ECD in change contexts, I saw emotional conversations as a supporting tool. Now, I see them as central to change leadership.

Applying the ECD tools has reinforced that emotions are not a side effect of change – they are the medium through which change happens. When leaders work with, rather than against, the emotional landscape of their teams, change becomes less about pushing and more about guiding.

One word can flip your life. Many of us struggle to express how we really feel about the change we’re navigating. The Emotional Culture Deck gives voice to our emotions at work and home through change. Within a few minutes, it lets you start to put everything you are feeling on the table. Learn more here.