Building Blocks of Change–of-change

  • Articulate the current and future barriers or challenges that you expect to encounter in attempting to drive change.
  • Illustrate the importance of leveraging support and maintaining momentum in the face of potential setbacks.

Sentiment check with your team

Conducting a sentiment check within your organisation or sphere of influence can help you gain a better understanding of how change will be received in your professional context. This can help you can make more informed decisions and determine how to drive change most effectively. Consider the “real reasons for resistance” outlined in Jason Clarke’s TED talk to identify how you feel about transformative change. Then ask two or three of your colleagues or professional contacts about their sentiment towards change. You can use the questions below to help them think about whether and why change makes them feel uneasy, as well as what can be done to alleviate this discomfort.

Use the following interview questions to guide your personal reflection and the sentiment check with your colleagues:

  • What is your general sentiment towards organisational change or transformation?
  • In times of change in your organisation, have any or all of the following thoughts resonated with you?
  • I’m just too full of emotions and fears to think about it.
  • This has all come as a huge shock.
  • I’m scared of the transition, not the idea.
  • I don’t know how big a deal this change really is.
  • I don’t see how I fit into any of this.
  • I feel like I have no say in what happens.
  • I’m fed up with phony change that goes nowhere.

(Clarke, 2010)

  • In your opinion, what should a leader be doing to manage and lead the transition? How can a leader inspire and maintain momentum while making the transition more comfortable?


Clarke, J. 2010. TEDxPerth – Jason Clarke – embracing change [Video file]. Available: [2020, November 4].