Difficult conversations are an unavoidable part of leadership. C-level executives show a 31× stronger preference than the average employee for driving fundamental improvement - an approach that inevitably involves change and difficult messages.

When launching a new strategy or business goal, have you ever been surprised at your team’s reaction? You were hoping for excitement and innovative ideas but you got feedback that they find the rate of change in your business overwhelming. Whether you are a senior executive with 30 years of leadership experience or a new team manager, gaps in understanding and preference between a leader and their team can lead to frustration and stagnation.

In January, it’s natural to take a breath and reassess. It’s a brilliant time to celebrate your achievements from the previous year and set goals for the coming twelve months. Ambitious goals are the engine of growth, encouraging teams to reach new highs. However, while bold targets can be motivating, they can just as easily overwhelm or frustrate a team that isn’t aligned. Whether you’re rallying a group around a demanding project, a stretch objective or an organisation-wide strategic shift, success ultimately depends on your people. Below are five practical recommendations to prepare your team for whatever 2026 has in store, so they can perform effectively, confidently and collaboratively.