The Impact Of Leadership Change On Workplace Behavior

When I was in college, I worked as a student assistant at the same institution where I studied. At that time, the administration was overseen by a Board of Directors that the employees described as genuinely considerate of their well-being. This created a motivated and amicable workplace. Things shifted during my second year when the original leadership stepped down, and the board was replaced, primarily by their successors, many of whom were their children.

The transition was noticeable. I observed how a change in leadership could recalibrate an entire work culture. Management styles, expectations, and communication practices were quickly restructured. While some welcomed the new direction, others felt a growing sense of uncertainty. Long-serving instructors, in particular, seemed uneasy. They had grown used to the previous administration’s approach and weren’t sure if the new leaders shared the same values.

Leadership transitions often come with a slew of psychological reactions. Resistance to change isn’t inherently pusillanimous; it’s human nature. When long-standing routines get disrupted, people are left balancing curiosity with anxiety. Over time, these feelings show up as shifts in morale, productivity, and how teams work together.

I saw this play out when several tenured employees—especially those nearing retirement—were quietly demoted. Some chose to resign, unwilling to stay in a workplace that suddenly felt unfamiliar. The new board leaned toward hiring younger, tech-savvy staff who fit modern demands. While their plan wasn’t egregious, the way it was handled made many feel replaceable. What looked like progress on the surface carried a growing disconnect underneath.

In hindsight, the situation might have been better managed if the leadership had supported and retrained current employees, helping them adapt to the new direction rather than pushing them out. Clear communication and real growth opportunities might have protected morale and trust. Seeing what went wrong—and what could have gone better—offers valuable lessons for building healthier workplace cultures in the future.

To effectively manage organizational change, leaders need to be equipped with strategic knowledge and practical strategies. So, here are some tips that can help leaders with organizational changes:

1. Communicate Clearly and Often. Uncertainty fuels anxiety. Be upfront about what’s changing, why it’s happening, and what it means for everyone involved. Even if there’s no major update, checking in regularly helps people feel informed and less in the dark.
2. Involve Employees in the Process. People support what they help build. Invite input from different levels of the organization so employees feel valued and heard. Their perspectives can surface better solutions and create genuine buy-in.
3. Provide Support and Training. Change often requires new skills or fresh ways of working. Offer workshops, coaching, or dedicated time to address concerns. Giving people the tools to adapt shows that leadership is invested in their growth, not just the outcome.
4. Lead by Example. Teams watch how their leaders respond. Show the adaptability, openness, and positivity you want to see. Confidence at the top can steady everyone else.
5. Celebrate Small Wins. Change can feel overwhelming, so mark progress along the way. Recognizing even small victories keeps morale up and reminds everyone that forward movement is happening.

Conclusion

Leadership transitions can redefine how teams work. Some adapt and grow stronger; others struggle to find their footing. Much of that depends on how change is managed and how clearly it’s communicated.

In my work as an instructional designer, I could build scalable learning tools that guide teams through these moments. When a new leader steps in, I develop onboarding modules that introduce their priorities, clarify expectations, and explain upcoming changes in plain language. When organizations push for innovation, I create resources that translate new initiatives into clear tasks and workflows so that employees know what to do next.

Instructional design supports teams during uncertainty. I develop timely, practical learning materials that match real workplace conditions. Teams gain clarity on priorities, adapt with confidence, and stay focused on shared goals even as leadership evolves.