Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Change is a constant in today’s workplace, yet most initiatives fail — not because the strategy is flawed, but because employees aren’t supported in ways that align with how the human brain responds.
Dr. Britt Andreatta, a leadership expert, neuroscientist, and CEO of Brain Aware Training, explains that understanding the brain’s natural response to change is critical for leaders who want their initiatives to succeed. Drawing on decades of research, Dr. Andreatta shared actionable strategies on the latest episode of The Future of Work® Podcast.
The Biological Barriers to Change
Humans are wired to resist change. When leaders announce a new initiative without context, employees’ survival instincts kick in, triggering fear, stress, and skepticism. Dr. Andreatta notes that this reaction is not laziness or obstinance — it’s biology.
The brain responds to uncertainty by focusing on risk and potential loss, making even small shifts feel threatening.
This natural resistance is compounded by “change fatigue,” a phenomenon that has surged since the pandemic. According to research she cited, employees’ willingness to embrace change has dropped from 74% in 2016 to just 38% today.
Employees are experiencing 10 to 13 organizational-wide changes per year — up from two per year in 2016 — putting further pressure on their ability to adapt.
Technology, Environment, and Organizational Growth Drive Change
Change isn’t just about internal decisions; external pressures amplify the pace and complexity. Dr. Andreatta identifies four major drivers reshaping workplaces today:
- Technology: Rapid advancements, particularly AI, mean systems, processes, and workflows are constantly changing. Employees must adapt to new tools, software, and digital platforms at an unprecedented rate.
- Environment and Climate Change: Organizations are responding to real-world challenges, from rising seas threatening headquarters to supply chain disruptions caused by environmental changes.
- Organizational Growth: Scaling a business naturally introduces new processes, roles, and challenges, which require adaptation across teams.
- Globalization and Geopolitical Forces: Even small businesses are impacted by international supply chains, currency fluctuations, and market shifts.
Understanding these pressures allows leaders to anticipate change rather than simply react, giving employees the clarity and support they need.
Empowering Employees Through Better Communication
Dr. Andreatta emphasizes that effective change management is about people. Leaders and managers need to:
- Clearly communicate the why behind changes and how it affects employees directly.
- Treat change as a journey, mapping out challenges and milestones to help employees manage energy and expectations.
- Recognize effort and progress, reinforcing behaviors rather than focusing solely on failures, which can activate the brain’s resistance pathways.
For managers, this approach is critical. Most are tasked with implementing changes they didn’t design, and without the right context or understanding of the brain’s response, even well-intentioned initiatives can falter.
Simple adjustments, like providing training, pacing changes, and offering feedback loops, can dramatically improve adoption rates.
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Creating an “Air Traffic Controller” for Change
A recurring issue in organizations is the sheer volume of simultaneous initiatives. Dr. Andreatta recommends designating someone to oversee all change efforts, effectively acting as an air traffic controller.
This role ensures teams aren’t overwhelmed and that initiatives are sequenced to maximize impact while minimizing burnout.
The Role of Leadership Across Levels
Dr. Andreatta’s research shows that change is experienced differently depending on career stage, generation, and leadership level. Tailoring communication and support to these distinctions — whether for frontline employees, middle managers, or executives — can make the difference between failure and success.
A well-designed approach anticipates resistance, equips leaders with tools to guide their teams, and integrates employee feedback into the process.
Successful change is achieved by leading smarter, not just working harder. In an era of continuous disruption, understanding how the brain reacts — and how leaders can guide it — is essential for building resilient, agile organizations that thrive amid constant change.
