Stepping into a new leadership role is like walking into an old house with plans to rearrange the furniture. The instinct to make changes quickly is natural—after all, improving how things work is part of the job. But what many new leaders don’t realize is that the foundation beneath them, much like the floorboards of a well-lived-in home, will respond to their movement. Move too fast, and you’ll hear the squeaks—resistance, uncertainty, and discomfort from the people you’re meant to lead.
Change is necessary for growth, but it has to be done with care. As Edutopia points out, great leadership starts by respecting the history and culture that already exist within an organization (Gonser, 2021). A strong leader doesn’t ignore what’s working; they listen, observe, and build trust before making changes. When people feel valued, they’re far more open to new ways of doing things.
The Balance Between Urgency and Understanding
Some changes need to happen fast. If a system is broken, ignoring it can make things worse. But leadership isn’t about bringing a wrecking ball to an organization. If the goal is to preserve what works while improving what doesn’t, leaders must approach change thoughtfully, not forcefully.
Nearly 70% of change initiatives fail because employees resist changes that feel rushed or disconnected from their reality (Mooncamp, 2024). Thoughtful, inclusive leadership makes all the difference.
Respecting the Squeaks: Why Resistance Happens
Resistance isn’t always defiance. Just like an old house reacts to movement, people react to disruption. Sometimes, resistance signals fear, past leadership failures, or attachment to long-standing practices. Good leaders take time to understand these reactions instead of dismissing them.
Engaging employees in the change process builds trust and helps ease transitions (Center for Creative Leadership, 2024). When people feel heard, they’re more likely to support change rather than push back against it.
Knowing When a Board Needs to Be Replaced
Not every floorboard in an old house can—or should—be saved. Some are too worn out, some don’t fit anymore, and some just weren’t sturdy to begin with. Leadership is no different.
Some employees recognize when it’s time to move on, while others may need help seeing that they no longer align with the organization’s future. A good leader handles these transitions with grace and integrity, ensuring that those who leave do so with dignity while strengthening the morale of those who stay.
Sometimes, the best approach is to start making changes where there’s the least resistance first, assessing what’s causing the “squeaks” in other areas. Is the foundation weak, requiring immediate attention? Or can strengthening other areas provide stability over time? A strong leader knows when to reinforce, replace, or remove—always with a clear plan.
Research shows that firing with compassion—being direct, kind, and brief while offering support—creates a better outcome for both the individual and the organization (HRuprise, 2023). Mishandling these moments can lead to disengagement, low morale, and more turnover (Dawn, 2023).
At the end of the day, people want to feel valued, even when their time in an organization is coming to an end. A leader who can genuinely say, "Thank you for what you’ve contributed," leaves both the individual and the team in a better place.
Employ, Don’t Destroy
Great leadership isn’t about making change for the sake of it. It’s about knowing what to keep, what to adjust, and what to let go of—without shaking the foundation of an organization.
The best leaders don’t just ask what needs to change; they also recognize what’s worth preserving. A strong foundation keeps an organization steady, even as improvements are made. At the same time, some areas may need to be rearranged to function better. Just like in a home, not every room is set up in the most practical way, and adjustments over time create a space that works for everyone.
New leaders often feel the need to make immediate changes to prove their effectiveness. But real leadership isn’t about rushing in—it’s about knowing when to step in and how to do it wisely. Thoughtful, well-paced change strengthens teams and creates a lasting impact.
So, as you step into your new role, remember: Move with intention, listen to the floorboards, and make changes that build rather than break.
Photo by Kyle Anderson on Unsplash
References
Center for Creative Leadership. (2024). Successful change leadership strategies. Retrieved from https://www.ccl.org/articles/leading-effectively-articles/successful-change-leader
Dawn, M. (2023). 7 best practices for terminating employees with empathy, dignity, and compassion. CEO of Your Life. Retrieved from https://ceoofyour.life/2023/09/7-best-practices-for-terminating-employees-with-empathy-dignity-and-compassion
Gonser, S. (2021). Building a culture that respects teachers and reduces stress. Edutopia. Retrieved from https://www.edutopia.org/article/building-culture-respects-teachers-and-reduces-stress
HRuprise. (2023). Firing with compassion. Retrieved from https://hruprise.com/resources/firing-with-compassion
Mooncamp. (2024). Change management statistics. Retrieved from https://mooncamp.com/blog/change-management-statistic