The ability to adapt has become a core business competence and is an essential skill to thrive through change. While strategy and resources matter in any change initiative, what separates teams that thrive from those that struggle is mindset. Of equal importance is language, which shapes and reinforces mindset. When reinforced with a positive first approach in all communication, a sharply focused mindset keeps people motivated, resourceful and solution-focused.  

Cultivating the right mindset for change enables individuals and organisations to navigate transitions with confidence. Here’s how to build that mindset and why it matters now more than ever.

The case for change: Why mindset matters

Facing facts with a positive mindset is key to moving forward with good solutions and greater potential for success. According to McKinsey & Company, 70% of change initiatives fail, largely due to employee resistance and lack of support from management¹. Understanding that these challenges are rooted in psychology is pivotal to finding the right solution to ensure successful change where everyone thrives, overcoming the statistics indicating that change often activates our innate fear of the unknown, challenging our sense of control and competence.

When people adopt an optimal mindset that is optimistic, solution focused and positive, the dynamics shift. They see change as an opportunity for learning, innovation and growth – taking ownership and responsibility, feeling optimistic about a better future, respecting the views of others while truly feeling that they make a difference to the success of the organisation.

Awareness is key: Self and others  

The foundation of any healthy change mindset begins with self-awareness. When individuals understand how they respond to uncertainty or stress, they can better regulate their reactions and remain proactive rather than reactive. For instance, noticing a defensive internal reaction oneself to a new project timeline allows us to pause, reflect and choose a more constructive response.

Equally important is awareness of others. Recognising that each team member may experience change differently encourages empathy and improves collaboration. This increased awareness allows people to flex their own style for better outcomes as they communicate with others, transforming team dynamics and helping leaders to support diverse emotional needs while encouraging shared accountability.   

Lead with positivity  

Adopting a positive first communication approach is a powerful catalyst in change scenarios. When leaders and team members consistently choose language that focuses on possibilities, strengths and solutions, it creates a culture of optimism, reduces anxiety and bolsters their mindset for change.

A recent Gallup study found that teams with high employee engagement – driven in part by positive communication – are 23% more profitable than those with low engagement². Truly effective positive communication is about acknowledging challenges realistically while reinforcing belief in the team’s ability to overcome them.   

Examples of positive first communication include:

• “Here’s what we can try next” instead of “This isn’t working.”
• “We can work together to get this back on track” instead of “We’re still behind.”
• “What support would help you most right now?” instead of “Why aren’t you on track?”

Cultivate curiosity over judgment

A mindset rooted in curiosity – asking “What can I learn?” or “What perspective am I missing?” – opens the door to creativity and collaboration. This mindset overcomes the assumptions and biases often raised by change, particularly when new ideas or processes challenge the status quo.

This also helps mitigate unhelpful conflict. When people remain curious instead of judgmental, they’re more likely to find common ground, even in the face of disagreement. In turn, this builds psychological safety – something Google’s landmark Project Aristotle identified as the top characteristic of high-performing teams³.

A mindset that recognises the importance of small wins

Confidence in the face of change takes time and effort to achieve – it’s built incrementally. By setting small, achievable goals and celebrating progress, individuals and teams reinforce the belief that they can succeed in unfamiliar territory. Each win fuels momentum and creates a positive feedback loop.

According to Harvard Business Review, recognising small wins helps people experience ‘meaning’ in their work, which boosts engagement and motivation even during complex transitions⁴. 

Final thoughts: Mindset is a choice  

It’s important to remember that mindset is within our control, while change is often not. With intention and practice, every individual can choose to bring self-awareness, empathy and positivity to the table. Teams that do so are better equipped to adapt, lead and grow in a world that is constantly evolving.

The next time your business faces a change – whether it’s a new system, strategy or structure – ask yourself: “How can I show up with a mindset that supports progress and possibility?”

The answer will be the key to your team’s success.

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1. McKinsey & Company. (2015). Why do most change management efforts fail? https://www.mckinsey.com ↩︎
2. Gallup. (2023). State of the Global Workplace. https://www.gallup.com ↩︎
3. Google re:Work. Project Aristotle. https://rework.withgoogle.com/en/guides/understanding-team-effectiveness ↩︎
4. Harvard Business Review. (2011). The Power of Small Wins. https://hbr.org ↩︎