Stop Telling People to “Embrace Change” — Tell Them the Real Story Instead

Let’s be honest—the working world right now is tough.

Every year it feels like you’re getting a new boss to impress. Every six months there’s another reorg. And if you’re really lucky, maybe they’ll even change your favorite coffee vendor just to keep things exciting.

And through it all, leaders everywhere are asking the same question: “How do I get my people to embrace change?”

Here’s the thing: They already do.

People get that change is constant. Ever since “Who Moved My Cheese?” hit bookshelves in 1998, we’ve all understood the memo—change is inevitable.

But here’s what your team really hates: not hearing the real story.

They’re not afraid of change. They’re afraid of spin. And that’s where this epidemic of over-polished emails, buttoned-up town halls, and buzzword-filled communication does real damage.

Authenticity Beats “Corporate Speak” Every Time

I’ve been there—I’ve written those 10-tab communication plans. They’re complicated, layered, and filled with every “strategic alignment” phrase you can imagine. But here’s the truth: your team doesn’t want a 40-slide deck.

They want you.

They want to hear the real, messy, human version of what’s happening. That’s where authenticity in the workplace builds trust faster than any reorg memo ever could.

So here are three ways to use authenticity to help your team navigate change (and actually feel good about it).

1. Write the Emails Yourself

I know—it’s tempting to hand off that change announcement to your corporate comms team. But here’s the thing: the second your people open an email that sounds like it was written by a robot trying to impress an MBA professor, you’ve lost them.

Write it yourself. Use real words. Skip the jargon. Let them feel you in your communication.

When you write like a human, people instantly trust you more. That’s authentic leadership—communicating directly, sincerely, and clearly.

2. Tell a Story (Not a Script)

Facts tell, but stories sell—and stories also soothe.

Instead of another “we need to adapt to this new direction” speech, tell them about a time when you faced change and struggled.

“Five years ago, we went through a similar shift, and honestly, I was freaking out. I thought we’d lose customers. I didn’t want to change systems. But here’s what surprised me—it turned out to be one of the best growth experiences of my career.”

When you show your authentic self at work, you help people see themselves in your story. They realize they’re not alone in their fears—and that maybe, just maybe, good things can come out of uncertainty.

3. Admit That You Don’t Know Everything

Here’s a little secret from my time as a CEO: sometimes even the people at the top don’t know how things will play out.

Sure, there are PowerPoints and “synergy maps” and opportunity models, but big change—like an acquisition or restructure—always comes with unknowns.

Admitting that doesn’t make you weak; it makes you real.

Your people already know you don’t have all the answers. Pretending otherwise only makes you look out of touch. Saying “I don’t know” builds credibility, because it shows confidence and humility—two cornerstones of authentic leadership.

The Real Secret to Leading Through Change

Your employees don’t need another “embrace change” workshop. They need truth. They need humanity. They need you.

So next time you’re drafting that big announcement or planning your next town hall, skip the fluff and share the story.

Because when you lead with honesty, vulnerability, and authenticity in the workplace, you don’t just get people to embrace change—you get them to trust you through it.

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Erin Hatzikostas is an internationally recognized leader on the impact of authenticity in the workplace. Learn more about her keynote speaking, workshops, and other authentic programs here.