5-Step EQ Change Navigation Framework

A practical, emotionally intelligent approach for introducing change in your team – especially when you know it might face resistance.

1. 📢 Announce with transparency, not spin

Be honest about the trade-offs and context behind the change.
Avoid over-selling it as “amazing” if you know there will be friction.

Example phrasing:

“This isn’t perfect, but it’s important right now because...”

Why it matters:
When people sense spin, trust erodes before the change even begins. Transparency sets a foundation for honest dialogue.

2. 👂 Listen before defending

Give people space to voice concerns before you go into “sell” mode.

Questions to ask:

• “What’s your biggest worry with this change?”
• “What would make this easier for you?”

Why it matters:
People are more willing to engage when they feel heard. This also surfaces obstacles you might not have considered.

3. 🤝 Create pockets of influence

Even if the decision is final, find areas where the team can shape the implementation.

Examples:

• Adjusting rollout timelines.
• Customizing workflows.
• Choosing which tools to integrate first.

Why it matters:
Agency reduces resistance. When people have even partial ownership, they’re more likely to support the outcome.

4. 🧠 Keep revisiting the emotional state

Don’t assume acceptance is permanent – change fatigue can build over time.

How to check in:

• Mention it in retrospectives.
• Ask in 1:1s: “How’s the change affecting your day-to-day now?”
• Watch for non-verbal cues of frustration or disengagement.

Why it matters:
Addressing ongoing emotional reactions prevents resentment from quietly growing.

5. 🔄 Close the loop

After the change is in place, show the results and acknowledge the team’s role in making it work.

Examples:

• Share metrics that show improvements.
• Highlight where team input shaped the outcome.

Why it matters:
Closing the loop builds credibility and makes it easier to get buy-in for future changes.

Change is inevitable... but resistance isn’t.
The difference lies in whether you lead the change or lead the people through the change.

📥 Download the Framework

Get a printable version of the framework here: