Initial Steps to Navigating Change: Establishing the ‘Big Why’

Initial Steps to Navigating Change: Establishing the ‘Big Why’

In any journey of transformation, establishing a powerful “Big Why” is essential. A clear purpose or vision acts as the guiding force that not only fuels individuals but also unites teams as they move through challenging transitions. When people understand the deeper reason behind change—why it matters, what it stands to improve, and how it aligns with their own values—it transforms uncertainty into motivation. This shared purpose provides meaning to the sacrifices or temporary discomforts that often accompany change, helping everyone involved stay focused on the benefits that lie beyond the transition.

A collective “Big Why” inspires people to rally together, breaking down silos and fostering a stronger sense of community. When an organization or group takes the time to develop a shared vision, it instills a feeling of belonging and shared responsibility. Team members no longer feel as though they’re being forced to accept an unfamiliar future; instead, they become active participants in shaping that future. With a strong “Big Why,” people begin to see how their unique contributions make a real difference, which deepens their commitment to the shared goal. The shared motivation behind the change process becomes a source of resilience and creativity, as people work together to overcome obstacles and support each other through setbacks.

Establishing a “Big Why” behind change also provides a source of hope and inspiration during difficult times. When the path gets tough, the shared vision serves as a reminder of why everyone embarked on the journey in the first place. This connection to a higher purpose keeps morale high, even when progress feels slow. Leaders who emphasize this “Big Why” continually help their teams refocus on the larger impact, reinforcing the idea that each effort and every step forward matters. By fostering this sense of unity, purpose, and optimism, the “Big Why” becomes a powerful motivator, transforming the challenge of change into a fulfilling and shared adventure toward a brighter future.

Here are three thought-provoking questions that can help someone resistant to change explore the underlying reasons why something is important to them:

1. “What values or beliefs does this current situation fulfill for you, and what would change mean for these values?”
This question helps individuals connect with the deeper values they associate with their current way of doing things. Understanding these can reveal why they might feel conflicted about change and can highlight specific values they need to honor, even in a new approach.
2. “What would be the long-term impact on you, your team, or loved ones if nothing changed?”
This invites them to explore the future consequences of staying the same versus adapting. Often, acknowledging potential outcomes over time can help them see the potential costs of resistance more clearly.
3. “If this change aligned with your values or goals, how would it improve your life or work experience?”
This question shifts focus from the discomfort of change to the possibility of positive alignment. By imagining a scenario where change fits their values, they can start envisioning benefits and build an openness to considering new approaches.

The key is to inspire individuals and team members to connect a collective bigger why to their own, individual big why. Stay tuned as we peel back the proverbial layers and offer next steps in successfully navigating change.