The numbers don't lie. 59% of HR leaders indicated in the first quarter of 2025 that development is one element of the employee experience their organization struggles with the most. Yet the business case for getting this right has never been clearer: organizations could realize an 18% increase in profit and 14% increase in productivity by doubling the proportion of employees who feel that they have opportunities at work to learn and grow.

Understanding the brain science behind change helps us lead more effectively. When faced with uncertainty, our amygdala (which acts as our threat detector) activates and disrupts our prefrontal cortex (our business brain). Our brains often misdiagnose the discomfort of change as failure or inadequacy, however when we practice noticing those feelings and apply a few handy mindset tools, we can turn those moments into opportunities for learning and growth.

If you’re ready to sharpen both your mindset and your skillset for executing change initiatives at your workplace, the 5’c Framework for change execution is where we have everyone begin. The outer game of change leadership focuses on the practical skillsets that create successful change initiatives. While the outer game includes obstacles, market challenges, competitors, and more, the inner game is all about mastering the emotional landscape of change.

Amid all the change and disruption of recent years and the In today's rapidly evolving business landscape, marked by AI disruption, shifting customer expectations, new leadership transitions, and countless other transformations, the most successful leaders understand that managing change requires mastering both the inner game and the outer game.