Change Management: 3 Key Ways To Get Buy-In

This expert opinion by Soren Kaplan, was originally published on Inc.com.

Leaders often approach change by laying out logical business cases. Others rely on motivational speeches to rally support. And then there are those who move straight to action without ensuring people actually believe in the change. Most change management efforts focus on one or two of these approaches, which leads to failure.

Here’s why:

• A purely logical approach results in resistance because employees don’t feel personally connected to the change.
• Emotion-driven change creates excitement, but without clear steps, enthusiasm fades.
• Action-first change forces new behaviors without addressing concerns, leading to confusion and frustration.

Lasting transformation happens when leaders align logic, emotion, and action in ways that create buy-in, motivation, and execution at every level of an organization. This is the head, heart, and hands framework.

Here’s how to address each of these three elements of buy-in.

1. Head: Engage the Mind With Clear Reasoning

People need to understand why change is happening before they can embrace it. Without a compelling rationale, employees will default to skepticism.

Leaders can engage the head by:

• Clearly articulating the business case for change.
• Explaining the risks of not changing.
• Connecting the change to long-term strategy and success.

When people see how the change makes sense, they are more likely to get behind it.

2. Heart: Inspire Emotion and Connection

Change isn’t just a rational process—it’s personal. People must feel that the change matters to them, their teams, and the organization.

Leaders can engage the heart by:

• Sharing stories that illustrate the human impact of change.
• Addressing concerns and fears with empathy.
• Demonstrating personal commitment and vulnerability.

When employees feel emotionally connected to the change, they become active participants instead of passive bystanders.

3. Hands: Drive Action Through Support and Reinforcement

Even when people understand and believe in a change, they won’t take action unless they know how to execute it. Leaders must provide the tools, training, and resources employees need to translate intention into action.

This includes:

• Breaking change into actionable steps.
• Providing hands-on training and support.
• Reinforcing new behaviors through coaching and feedback.

When employees have clear direction and the right resources, change becomes part of daily work instead of an abstract concept.

 

The Bottom Line

Change isn’t just about logic, motivation, or action—it’s about all three. When you apply this framework, change efforts lead to:

• Higher employee buy-in because people understand and connect with the change.
• Faster adoption because employees feel equipped and supported.
• Stronger long-term impact because change becomes embedded in daily work and culture.

I’ve included the heads, hearts, and hands template in my change management master class. It’s a practical tool for ensuring you address all three success factors so that people don’t just accept your change, but champion it.

Illustration courtesy: Inc; Photo: Getty Images