Change is constant in organisations, but leading it effectively is often harder than it seems. One of the biggest hurdles leaders face is dealing with the myths that surround change management. From the belief that change has to be dramatic, to the pressure for perfect clarity, these assumptions can create unnecessary tension and stall progress. The truth? Change doesn’t have to be a giant leap, and it doesn’t need to be led entirely from the top.

At Firefly, we’ve seen time and again that the real challenge isn’t about eliminating uncertainty – it’s about helping teams navigate it with more confidence and clarity. In her recent piece for Hr NETWORK magazine, Firefly CEO and Founder Kirsty Maynor debunked these common myths and shared what effective change leadership really looks like.

The myths that make change harder

When it comes to leading change, a few common assumptions often create unnecessary pressure. We’re here to help you debunk those myths and show you how to approach change with confidence, clarity, and a more realistic mindset.

Myth: Change requires a giant leap.

Reality: Most change happens in small steps. Breaking it down makes it feel more manageable, and far more achievable.

Myth: You need complete clarity before starting.

Reality: Waiting for every answer can stall momentum. It’s okay to move forward with what you know and be honest about what you don’t.

Myth: Change has to come from the top.

Reality: Some of the most powerful shifts start on the ground. When people are trusted to take ownership, change becomes more meaningful and more sustainable.

Myth: Change has to look polished.

Reality: Change is messy. It comes with trial and error, discomfort, and honest conversations. That’s not a sign of failure - it’s part of the process.

So, how do you lead well through change?

Once we stop aiming for perfection and start meeting change as a human experience, the path forward becomes clearer. These five strategies can help:

1. Know the difference between change and transition

Change is the external shift, like restructuring, a new policy, or a tech rollout. Transition is the internal journey people go through in response to it. Supporting people through that internal adjustment is where leadership matters most.

2. Map out the change landscape

Take time to look at both internal and external influences. What’s happening in your team, your culture, your sector? What needs to shift - and where might there be resistance? The more you understand the context, the better equipped you are to lead within it.

3. Strengthen your own resilience

How you manage your own stress, uncertainty, and emotions sets the tone for your team. That doesn’t mean pretending to have it all together - it means cultivating self-awareness, setting boundaries, and knowing how to pause, reflect and reset when things get tough.

4. Engage your team early and often

Change feels safer when people feel involved. Invite perspectives, acknowledge concerns, and co-create solutions wherever possible. This isn’t just about buy-in from your team - it’s about trust and shared ownership.

5. Focus on what you can influence

You won’t be able to control every variable. And that’s okay. The real skill is knowing where to focus your energy and how to help others do the same. Remember, progress over perfection.

Moving forward.

Leading change is never a one-size-fits-all process. It’s nuanced, often messy, and deeply human. But with the right tools and mindset, leaders can help their teams not just survive change, but grow through it.

If you want to explore this further, our Fundamentals of Change Leadership course is a great place to start. You’ll find it in our Online Learning Library, alongside a wide range of resources to support your leadership journey.