By Lucy Grimwade
January 22, 2025
Let’s face it—change is hard. Whether it’s a new system at work, a company restructure, or even moving house, change disrupts our sense of comfort and control.
It’s natural to resist.
In fact, change often feels like climbing a steep hill while carrying the weight of uncertainty. But the truth is, change is inevitable. It’s the one constant in life, and those who learn to embrace it not only adapt but thrive.
One way to understand why change is so difficult is by considering the change curve.

Image source: https://www.truemanchange.co.uk/our-resources/the-change-curve-and-the-mistakes-managers-make-when-using-it
Originally developed by Elisabeth Kübler-Ross to describe stages of grief, it’s now widely used in change management to illustrate the emotional journey we go through when faced with change. It starts with denial, where we cling to what we know. Then comes resistance, where frustration and doubt creep in. If we persevere, we reach exploration, where possibilities begin to emerge. Finally, we arrive at acceptance and move into problem solving, where we make peace with the new normal.
Recognising these stages can help us manage our emotions and support others as they navigate their own journey.
So, what does it mean to be a change agent?
Simply put, a change agent is someone who champions and drives change. They’re not necessarily in leadership roles; they can be anyone in an organisation who sees the need for improvement and takes action. Change agents inspire others, challenge the status quo, and bring people together to make things happen. They’re the glue that holds teams steady during transitions and the spark that ignites new ideas.
The good news is, we can all be agents of change. Advocacy doesn’t require a job title or a formal mandate; it starts with mindset. Begin by identifying areas for improvement in your workplace. Is there a process that’s outdated? A communication gap that needs bridging? Speak up, kindly and constructively.
Change isn’t about tearing things down; it’s about building something better.
Collaboration is key. Bring others on the journey with you by sharing your vision and inviting input. People are more likely to support change when they feel involved in shaping it. Be patient, too; not everyone will be ready to jump on board immediately. Listen to concerns and address them with empathy. Sometimes, resistance isn’t about the change itself but the fear of what it means.
It’s essential to model the behaviour you want to see.
If you’re advocating for a more collaborative culture, start by being collaborative. If you want to see greater innovation, share your ideas freely and encourage others to do the same. Actions speak louder than words, and people are more likely to embrace change when they see its benefits in action.
Ultimately, we’re all capable of driving positive change, no matter our role or level of influence. The secret lies in recognising that change isn’t something that happens to us; it’s something we can actively shape.
Life doesn’t stand still, and neither should we.
By embracing the inevitability of change and stepping into the role of change agent, we can transform not only our workplaces but also ourselves.
And who knows? We might even make that steep hill feel more like an exciting climb.
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/