Comment on the article by Sean Hagger, Managing Director [International], Legitimate Leadership: Leaders are only really tested when they are personally under pressure. During times of change, transformation, or external turbulence, leadership really earns its stripes. The test they are passing is a question of character rather than skill. Are they prepared to do the right thing or the easy thing? The right thing is defined as being driven by the organisation’s values; if we “say” we value safety, then we stop production, even at the most inconvenient time, if it is the right thing to do. These types of distinctions are not always clear-cut, which is why leadership is hard; it is largely subjective. Those being led watch intently how their leaders act when something is at stake. These times should be viewed by leadership as an opportunity to define who they are and what they stand for. Lean in.

Our summary of the article: Leading change is one of the greatest tests of leadership. While organisations often focus on the processes, systems, and strategies required to implement change, the Centre for Creative Leadership (CCL) reminds us that the real determinant of success is far more human: trust.

In Why Leadership Trust Is Critical in Times of Change and Disruption, CCL explains that uncertainty naturally creates anxiety. During times of change, people look to their leaders not only for direction but for reassurance. Leaders who communicate openly, act consistently, and demonstrate genuine care create the confidence that people need to embrace change rather than fear it.

This resonates strongly with the principles of Legitimate Leadership.

Change is not something leaders do to people; it is something they lead people through. Whether introducing a new strategy, restructuring a team, or responding to external pressures, leaders have a choice. They can focus solely on managing the process, or they can intentionally enable the people who must navigate it.

At Legitimate Leadership, we believe that trust is earned through intentional behaviour. When leaders act in the interest of others, communicate honestly, provide clarity where they can, and support people through uncertainty, they create the conditions for confidence, ownership, and contribution.

Successful change is therefore not simply measured by whether a project is delivered on time. It is measured by whether people remain engaged, committed, and willing to move forward together.

As you read Josh Hayman’s response to this month’s leadership question, consider how trust, communication, and Care & Growth influence the way you lead change within your own team.

Our takeaway: Change may be unavoidable, but uncertainty doesn’t have to become fear. Leaders who build trust before, during, and after change create environments where people have the confidence to adapt, contribute, and grow together.

Read the full article here