Leading Change: Four Principles for Transformation That Sticks
This article synthesizes the Kotter’s four change principles and accelerates the Why and How of change at the organizational level.
Change is hard. Not because people can’t adapt, but because change is often rolled out in ways that don’t engage the whole person—their logic, their emotions, their motivations, or their voices. When we introduce transformation, especially something as expansive as SAFe (scaledagile.com), we often focus on the mechanics and miss the deeper drivers that make change sustainable.
If you want transformation to stick, you need four principles. These aren’t theoretical concepts; they’re guideposts proven to move people from compliance to commitment. Like any great story, successful change has its characters, challenges, and turning points. These principles build the bridge from where you are to where you want to be.
Management + Leadership: Align Execution with Inspiration
Management is about doing things right—creating structure, building plans, and ensuring execution. Leadership is about doing the right things—connecting to purpose, inspiring others, and making sure the work has meaning.
Think of management as the sheet music in an orchestra. It provides clarity, rhythm, and alignment. But without leadership—the conductor—the music is mechanical. Leadership brings the music to life, inspiring the musicians to play with passion and precision.
Story in Action:
Let’s imagine a scenario: at BrightPath Corp., the leadership team was frustrated. Their Agile transformation had stalled. The managers were working hard—tracking metrics, setting schedules, and holding meetings—but something was missing. It wasn’t until leaders stepped up to embody the change that the teams responded. They participated in PI Planning, listened to the pain points, and communicated why change mattered. Leadership turned compliance into commitment.
Reflection for Leaders:
Are you just tracking progress, or are you inspiring belief? Management without leadership creates burnout. Leadership without management creates chaos. Sustainable change needs both.
Have To + Want To: Move from Compliance to Commitment
Change always begins with “have to.” People feel pushed by deadlines, mandates, or processes. True transformation takes root when people shift to “want to”—when they see how the change improves their lives, their work and their future.
The Turning Point:
At BrightPath, the initial rollout of SAFe felt like homework—mandatory meetings and new lingo. Teams were clocking in but disengaged. Leadership made a key pivot: They facilitated conversations asking teams why change mattered. A developer spoke up: “I just want to stop firefighting on weekends and have a life again.” That vulnerability hit home. Teams connected the transformation to better things that really mattered: work-life balance, smoother releases and happier customers. Suddenly, they didn’t have to change—they wanted to.
Key Insight:
As Dr. John Demartini says, “People are only committed to change when they see how it aligns with their highest values.” Show them the “why” that matters to them personally and you’ll move from resistance to momentum.
Challenge for You:
What’s the story you’re telling about your change? Is it about compliance, or is it about creating a better way of working and living? People don’t resist change—they resist being changed without purpose.
Head + Heart: Combine Strategy with Emotion
Change can’t live in logic alone. Yes, you need strategy, plans, and metrics—that’s the “head.” But people also need emotional connection—that’s the “heart.” When people feel the impact of change, they’ll carry it further than any spreadsheet ever could.
The Moment It Clicks:
At BrightPath, leadership started with a beautifully polished PowerPoint. It bombed. Teams understood the slides but didn’t care. The breakthrough came when a product owner shared her story: She missed her kid’s soccer games every Saturday because of last-minute bug fixes. She choked up, and the room fell silent. Suddenly, change wasn’t about frameworks—it was about people.
Lesson Learned:
The head plans the journey, but the heart provides the fuel. Stories create connection. Vulnerability builds trust. And change thrives when teams understand not just how but why it matters.
Ask Yourself:
How are you engaging the hearts of your people? What stories can you share that make change real? The teams that buy into the why will fight to make the how work.
Select Few + Diverse Many: Build Coalitions That Scale
Change often starts with a small group—the visionaries, the planners, the decision-makers. But it succeeds when it includes the voices of the diverse many. Leaders set the course, but teams on the ground ensure the plan works in the real world.
The Lesson from BrightPath:
Initially at BrightPath, their guiding coalition was made up of senior leaders. It made sense—they had the authority to drive the change. But something was off. Teams weren’t responding. When BrightPath expanded the coalition to include engineers, scrum masters and even skeptics, things shifted. The roadmap became more practical. Teams felt seen, heard, and respected. Change wasn’t happening to them—they were part of it.
Key Insight:
A small group can spark change, but the diverse many scale it. Great leaders create space for voices that challenge the status quo because they know the best solutions emerge from diversity.
Reflection for You:
Who’s missing from your coalition? Are you inviting voices from all levels of your organization? Change isn’t a broadcast—it’s a conversation.
Bringing It All Together: The Orchestra of Change
Change is like conducting a symphony.
Management provides the sheet music—the structure, clarity, and execution.
Leadership is the conductor, inspiring the passion to play.
Moving from “have to” to “want to” gives the musicians energy and purpose.
Engaging both the head and heart ensures the music resonates.
And the select few + diverse many bring every instrument into harmony.
When done well, change isn’t a burden. It’s a shared masterpiece.
The Challenge for Leaders
As you lead change, ask yourself:
Are you balancing management with leadership?
How can you help your teams want the change instead of just complying?
Are you engaging the hearts of your teams as well as their heads?
Who’s missing from your coalition, and how can you bring their voices in?
Transformation isn’t about processes—it’s about people. When you lead with clarity, connection, and purpose, change stops feeling like an uphill battle. It becomes a journey people choose to take with you.
Final Thought:
The most effective leaders don’t just manage change—they inspire it. Be the leader who turns compliance into commitment, logic into belief, and resistance into momentum. Because when you get it right, change isn’t just possible—it’s inevitable.
Check out these related articles:
Your Team Doesn’t Need a Hero. They Need a Coach
The Art of Persuasion: Influencing Without Authority
Lead Smarter, Not Harder: The Key to Motivating High-Performing Teams
Mastering Stakeholder Conversations: A Product Owner’s Guide to Influence and Facilitation