One phrase I often hear from clients is:
“We need people to buy in.”
But here’s the thing: if someone is buying, someone else is selling. And people can smell a ‘sell job’ from a mile away.
When it comes to change, trust is your most valuable currency. The quickest way to lose it? Trying to sell a vision instead of supporting people through a real experience. Authentic change doesn’t come from selling a story. It comes from a genuine intention to help.
If your change process is grounded in care, transparency and consistency, people will feel it. They may not agree with every decision or outcome, but they’ll trust you. And that trust will carry you further than any well-crafted communication plan ever could.
You can deliver anything with trust. Without it, even the best project will struggle to land.
Leading with intention: what it really looks like
Think of a time when a friend went through a relationship break-up. You couldn’t change the outcome, but you showed up, listened, helped them navigate tough decisions and stayed present. And because of that, your relationship deepened.
The same goes for leading people through change. If it’s authentic, it will be appreciated. People may not love the change, but they’ll respect the way it was done.
Four ways to lead an authentic change
- Create a safe space, not a sales pitch – Let people share their concerns without jumping straight into benefits. Listen without trying to fix.
- Respect the pace of change – Everyone moves through change differently. Resistance isn’t personal. It’s often past experience showing up again.
- Be honest about your limits – Don’t overpromise. Be clear about what you can support and what you can’t. People respect transparency more than perfection.
- Give people real influence – Invite them to shape the future in meaningful ways. It gives them control and shows you value their voice.
Can you build trust during downsizing?
Yes, you can. We worked on a downsizing project, arguably one of the most difficult change scenarios. But by leading with empathy and intention, trust wasn’t just protected; it was strengthened.
Together with the leadership team, we developed a change and transition plan that prioritised respect, dignity and care. Every touchpoint, from how people were informed to the support they received, was designed with compassion.
Departing employees were offered:
- Private conversations, not mass announcements
- Onsite counselling and career support
- Practical help like taxi vouchers to get home safely
The employees who remained knew their colleagues were treated with integrity. And while the decision was hard, the way it was handled built trust, not resentment.
At MEC Consulting, we help you lead with integrity
We don’t believe in “selling change.” We believe in supporting people through it.
We work alongside you and your teams to design real, human-centred change strategies. Whether you’re transforming systems, reshaping teams or simply trying to lift engagement, we’re here to help.
Change is hard. But it can also be one of the most powerful tools to build connection, clarity and culture.
Let’s chat, obligation free. We love talking about change.
