Navigating Change? Make a Sandwich.

Four months into 2025, leaders everywhere are navigating a whirlwind of change. If you’re in a leadership role, you’ve likely heard stories—or lived your own—where trusted systems were thrown into chaos.

While some leaders thrive in constant motion, others simply adapt out of necessity. Wherever you land, one thing is always true:

|💡 Your comfort with change doesn’t always match your team’s experience of it.

Even positive change can spark confusion, frustration, fear, or uncertainty. So how do you, as a leader, help your team navigate the emotional rollercoaster that comes with change?

Let’s talk sandwiches.

🍞 Start with the Base — The WHY

No one wants a sandwich that falls apart in their hands. Without a solid foundation, everything else gets messy.

The same goes for change management.

The "base" of your change sandwich is the WHY.
Your team needs to understand why the change is happening. Without it, buy-in becomes much harder.

Tips for Communicating the WHY:

• Not Too Little:
  Don’t leave your team in the dark. Share the rationale behind the change with enough detail to convey purpose. It shows respect—and earns trust.

• Not Too Much:
  Avoid overwhelming with data dumps. If your explanation sounds like a finance report, you risk confusing or boring your team. Aim to inform and inspire, not drown in detail.

🥓 Add the Filling — The WHAT

Now for the good stuff. The part your team is really hungry for.

The "filling" is the WHAT.
What’s changing? What’s staying the same? And most importantly—what does it mean for me?

Clarity here is everything.

Break it Down: Two Types of Information

1. Aerial View (Big Picture)

Reaffirm your team’s core mission and explain how the change aligns with the organization’s vision.

“Our department will continue to do X, and our mission remains focused on Y.”

✔️ This calms fears about role changes and reaffirms identity.

2. Ground Floor (Specifics)

Get into the details that affect your people directly.

“We’re adding 5 new roles—2X, 2Y, and 1Z. Current staff get priority to apply. There will be no layoffs at this location.”

✔️ This addresses job security, opportunities, and clarity around expectations.

📆 Set Clear Timing Expectations

• Now:
  “You’ll get an email today with a link to apply for new roles.”

• Later:
  “Interviews happen over the next 30 days. Decisions will be shared at the end-of-May team meeting.”

🍞 Top it Off — Connection

A sandwich without a top slice isn’t a sandwich—it’s a mess.

Connection is what brings your message together. It’s what builds trust and keeps your team engaged beyond the initial announcement.

Too often, leaders hit “send” on an email and assume the job is done.

But meaningful change requires presence. Employees want their leaders to:

• Show up

• Answer questions

• Address concerns

• Champion the mission

A few small moments of connection can:

• Prevent resistance

• Encourage open dialogue

• Build momentum

• Create change champions inside your team

✅ TL;DR — The Change Sandwich Framework

🍞 BREAD — THE WHY:
Share the purpose of the change clearly and concisely.

🥓 FILLING — THE WHAT:
Explain what’s happening, when it’s happening, and how it affects your team.

🍞 BREAD — CONNECTION:
Be present. Build trust. Support your team emotionally and practically.

🚀 Ready to Support Your Team Through Change?

If you're navigating a big transition—or just want help creating clarity, consistency, and care for your team—I’d love to connect.

Let’s build something strong together while your organization is On The Way to great things.

📩 Reach out today and let’s start the conversation.

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