Acknowledge what’s being lost

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There’s a hidden cost to change—and it’s not always financial.

Even when a new policy, a change in leadership, or a new strategy makes perfect sense on paper, people probably still feel unsettled because every change, even the good ones, asks us to let go of something.

Maybe what’s lost is a routine. A role. A sense of stability or identity.

It’s always personal.

• Direct-style (D) individuals may feel the loss of control or influence.

• Influence-style (i) communicators may fear loss of relationships (will I still be in the “in” group?).

• Steady-style (S) folks may fear loss of consideration or team cohesion.

• Conscientious-style (C) team members may feel a loss of certainty or quality.

Naming what’s being lost helps each person feel understood (remember Maslow’s Hierarchy of Needs).

Leaders often skip over this.

We get caught up in explaining the strategy, selling the benefits, and mapping out the implementation, and if we don’t pause to acknowledge what’s being lost, we risk losing trust.

Think of it like grief.

When we lose something we value, we don’t want a PowerPoint—we want to be seen.

So when you communicate change, don’t just sell the benefits. Think past “WIFM” and acknowledge what’s going away.

Say it out loud: “I know this means giving up some freedom,” or “I realize this will feel uncertain for a while.”

Even small, targeted acknowledgement can help people get back to work faster.

✅ Put the 2 Minute Tip into action…Become More Influential & Build A Culture Of Open Communication in our supportive online community ✅