How much change can a team absorb at once?

One of the hardest lessons in leadership is realizing that while the logic and excitement of a decision may be crystal clear to you, it rarely lands the same way with the broader team.

You're operating at a higher altitude. You see the full context; the strategic drivers, market shifts, organizational needs. But your team sees a much narrower slice: what their manager tells them, what’s said in an all-hands, or what filters through in team meetings.

This is why internal communication isn't a soft skill. It's a core part of GTM leadership and execution.

When companies skip alignment at the top or rush change through the system, the risk isn’t just confusion. It’s operational drag, loss of trust, and change fatigue. And in the absence of clarity, your team will fill in the gaps. Hallway conversations can fuel tension, elevate emotions, and deepen resentment.

Some key best practices:
👉 Align leadership on the "why," the messaging, and the rollout plan
👉 Be intentional with pacing and sequencing, don’t overload the system
👉 Anticipate downstream impact: how will this affect priorities, roles, and day-to-day work?

Years ago, my son’s kindergarten class cycled through four teachers in one year. Some kids adapted quickly. Others struggled, and it showed up in performance, behavior, and anxiety. Adults aren’t much different. We crave stability. And when change comes too fast, without context or clarity, it shows up in performance.

Done well, change can unlock momentum. Done poorly, it can topple even the most talented teams.

Change is inevitable. Pain is optional. Be deliberate. Give your team the clarity, context, and structure they need to absorb change.