By Lucy Grimwade
February 26, 2025
Change is a constant in organisations, yet resistance to change remains one of the biggest challenges leaders face. One often-overlooked tool in overcoming this resistance is understanding personality types. People respond to change in different ways, and recognising these differences can help leaders tailor their approach, making change initiatives more successful and sustainable.
The Role of Personality in Change
Personality frameworks such as the Myers-Briggs Type Indicator (MBTI) or DiSC can offer valuable insights into how individuals approach change. Some people thrive on innovation and new challenges, while others seek stability and prefer incremental shifts. By acknowledging these differences, leaders can create more effective change strategies that resonate with diverse teams.
Different Personality Responses to Change
We have the innovators and early adopters
These individuals are excited by change and often drive transformation within organisations. They thrive on new ideas and are quick to embrace new ways of working. Engaging them early in the change process can help build momentum and create internal champions for the change initiative.
And the pragmatists and middle majority
This group is more cautious and seeks reassurance before committing to change. They want to see proof that the change is beneficial before fully engaging. Providing clear evidence, practical benefits, and structured support will help them feel more comfortable with the transition.
Then there is the traditionalists and late adopters
These individuals prefer stability and may resist change out of fear of the unknown. They need reassurance, consistent communication, and time to process the shift. Leaders should focus on empathy, one-on-one discussions, and addressing specific concerns to bring them along on the journey.
We can’t forget about the resistors
Some people may actively oppose change, often due to past experiences or personal values. Engaging them in dialogue, understanding their concerns, and involving them in shaping the change can help turn resistance into support or, at the very least, reduce negative impacts.
Here’s some practical strategies for embedding change using personality insights
- Tailor Communication Styles – Some individuals prefer detailed information, while others need a high-level vision. Use a mix of storytelling, data, and real-life examples to reach all personality types effectively.
- Use Change Champions – Identify and empower Innovators and Early Adopters to lead the way and influence their peers.
- Create Safe Spaces for Feedback – Encourage dialogue where people can express concerns and ideas. Some may prefer one-on-one conversations, while others will engage in group discussions.
- Offer Personalised Support – Provide different pathways to engagement, whether through workshops, mentoring, or self-paced learning.
- Recognise and Celebrate Progress – Acknowledging small wins helps build confidence, especially for those who are hesitant about change.
Change is ultimately about people.
By understanding personality types and how they influence responses to change, organisations can create a more inclusive, thoughtful, and effective change strategy. Instead of forcing a one-size-fits-all approach, leaders can use these insights to meet employees where they are, making change a smoother and more engaging process for everyone involved.
Free resource: Free personality test – https://www.16personalities.com/free-personality-test
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Lucy Grimwade leans into the future of work, positioning herself with a diverse portfolio career across the theme of Change and Transformation. She is a consultant, qualified coach, mentor, author as well as an experienced trainer and public speaker — providing guidance and skills for groups and individuals on subjects that include (but not limited to) change management, career development and personal &/ business transformation. Lucy’s passion and purpose in life is to help other people to reimagine their possibilities.
Connect with Lucy here: https://www.linkedin.com/in/lucygrimwade/
