A New Year’s Resolution for Leaders and Change Professionals: Trust, Authenticity, Listening, and Gratitude

As we welcome a new year, many of us take stock of what we want to accomplish — both personally and professionally. For leaders and change professionals, this often means setting goals for projects, results, or growth. 

But if the past few years have taught us anything, it’s how we lead matters just as much as what we lead. 

So instead of resolutions about productivity or efficiency, consider this one simple, powerful commitment for 2025: 
Gain trust first. Be authentic. Actively listen. Say thank you. 

These four habits form the foundation of leadership that people follow willingly — not because they have to, but because they want to. 

Here’s how to strengthen each one in the year ahead. 

1️⃣ Gain Trust First 

“Trust is built when someone is vulnerable and not taken advantage of.” — Bob Vanourek 

In change work, trust is the currency that buys engagement. Without it, even the best-designed plans fail to take root. 

How to build it: 

• Do what you say you’ll do. Consistency matters more than charisma. Follow through on small promises — those build your credibility faster than big speeches. 

• Be transparent about uncertainty. It’s okay to say, “I don’t have the answer yet, but here’s what I do know.” People don’t expect perfection — they expect honesty. 

• Share decision rationale. When people understand why a decision was made, they’re more likely to respect it, even if they don’t agree. 

 Try this in 2025: Schedule monthly “Ask Me Anything” sessions where team members can ask open questions about a change project. Use what you hear to adjust communication and remove barriers. 

📚 Recommended reading: The Speed of Trust by Stephen M.R. Covey — a practical, evidence-based guide to how trust accelerates results. 

2️⃣ Be Authentic 

“To be yourself in a world that is constantly trying to make you something else is the greatest accomplishment.” — Ralph Waldo Emerson 

Authenticity is magnetic. It draws people in, builds confidence, and sets the tone for real connection. For leaders, authenticity doesn’t mean oversharing — it means aligning your words and actions with your values. 

How to strengthen it: 

• Admit mistakes publicly. When a decision doesn’t go as planned, acknowledge it, share what you learned, and move forward transparently. 

• Model vulnerability. As Brené Brown writes in Dare to Lead, vulnerability isn’t weakness — it’s courage in action. 

• Bring your whole self. Whether that’s humor, humility, or personal stories, let people see the human behind the title. 

Try this in 2025: Start team meetings with a short “something I learned this week” moment — about leadership, life, or change. Authenticity grows when we connect beyond job titles. 

📚 Recommended reading: Dare to Lead by Brené Brown — an essential exploration of courage, authenticity, and wholehearted leadership. 

3️⃣ Actively Listen 

“Most people do not listen with the intent to understand; they listen with the intent to reply.” — Stephen R. Covey 

In the Managed Change™ Methodology, listening is the first step to understanding readiness, resistance, and risk. It’s also one of the most underdeveloped leadership skills. 

 How to get better at it: 

• Pause before responding. Give yourself three seconds before replying. It helps your brain shift from reaction to reflection. 

• Reflect back what you heard. Use phrases like, “What I’m hearing is…” or “It sounds like your concern is…” to confirm understanding. 

• Listen for emotion, not just information. Tone, body language, and silence all reveal readiness clues that words alone can’t. 

Try this in 2025: In your next one-on-one, spend the first five minutes asking open-ended questions — then resist the urge to fill the silence. You’ll be amazed at what people share when given space. 

📚 Recommended reading: You’re Not Listening by Kate Murphy — a fresh look at how deep listening transforms relationships and results. 

4️⃣ Say Thank You 

“Feeling gratitude and not expressing it is like wrapping a present and not giving it.” — William Arthur Ward 

In change work, people often do extraordinary things quietly — adapting, problem-solving, and helping others adjust. Recognition isn’t just polite; it’s performance fuel. 

How to practice gratitude effectively: 

• Be specific. “Thank you for the way you handled that difficult conversation” is more powerful than a generic “Great job.” 

• Make it timely. Appreciation has the most impact when it’s shared soon after the effort. 

• Recognize effort, not just outcome. Change takes persistence. Reward the behaviors that move adoption forward, even before results appear. 

Try this in 2025: End your week with a short gratitude message to one person who made your work easier or more meaningful. It will strengthen relationships and reinforce a culture of appreciation. 

📚 Recommended reading: Thanks for the Feedback by Douglas Stone and Sheila Heen — a great resource on giving and receiving appreciation and constructive input. 

 Final Thought 

The best leaders — and the best Change Practitioners — don’t start the year with resolutions about efficiency or output. They start with commitments that strengthen connection, trust, and humanity. 

When we gain trust, lead authentically, listen deeply, and express gratitude freely, we create the kind of environment where people want to change, grow, and succeed together. 

As you step into the new year, remember: 
The most powerful change you can make might just start with how you show up for others. 

Happy New Year from all of us at LaMarsh Global — and here’s to a year of leading with heart, courage, and purpose. 🎆