Do you want to see change?
Leadership in 180 seconds: Change That Sticks - Leading People Through Transition
Great ideas often don’t fail because of lack of smarts—they fail on lack of coalition.
Early in my career, I watched a brilliant idea collapse—not because it was wrong, but because two influential people weren’t on board. They didn’t block it openly; they simply withdrew their support. Within months, the organisation unravelled.
That experience taught me: ideas don’t drive change—people do.
John Kotter called it a guiding coalition—a small, trusted group of influencers from all levels who believe in the vision and help carry it. These people create momentum, ease resistance, and build trust before a single process changes.
Who are the influencers in your world—the people others listen to, even when they’re not “in charge”? Have you brought them in early enough?
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Very early in my career I was a part of an organisation in which the key decision maker wanted to implement what I thought was a brilliant concept. However, I watched the organisation unravel because the key leader had not brought along some important stakeholders. Two influential people in the organisation didn’t like the idea and in the end created such discontent that the vision decimated us. People left in droves.
The second of Kotter’s 8 steps of change management is creating a powerful “guiding coalition”; it is about finding those in your organisation who are the natural leaders and using them to guide through change.
A guiding coalition is a team of people from all ranks who are on board and passionate about the change vision. These people motivate their peers and spread good vibes about the change. They are also the people who are going to drive the change itself.
Side note, if you are looking to implement an ongoing change management tool, I suggest a process such as “Agile”. However creating a guiding coalition is really helpful when you are wanting to make a big shift and you suspect there will be pushback. Maybe it is a cultural shift, perhaps you want two siloed teams to work better together. The point is that if you try to make the shift from top down, people might act like they are buying in because they have to, but it will likely leave everyone frustrated. If people from all levels of your teams are on board, they can be in the background listening to the concerns of others, reassuring and encouraging them to get on board. You are likely to see much more success.
Margaret Mead, American cultural anthropologist says, ‘Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has.’
How can you use this today?
As a team leader, you might have concerns that an idea for a project may encounter resistance, so consider engaging with influential individuals in your workplace whom you trust. Seek their counsel and explore the possibility of enlisting their support to navigate the project through potential challenges. Collaborating with trusted influencers can enhance the chances of success and foster a more favourable reception for your proposed initiative.
Or do you have a pain point in your organisation that you know is felt by others as well? Invest time tackling the issue together. Don’t play the blame game, think through some practical solutions together. It is much easier to achieve change together rather than alone.
Maybe you are frustrated with something in your family. Organise regular family meetings to talk through the journey of family life together.
Above all things, make sure you listen, really listen, you have more chance of moving towards your goals together.