TED Talks Daily: The Key to Navigating Change with Confidence | Kristy Ellmer

Released on March 24, 2025

Introduction

In this insightful episode of TED Talks Daily, Kristy Ellmer delves deep into the intricate dynamics of change management. Drawing from her extensive experience as a transformation leader and executive, Ellmer provides a comprehensive framework for embracing change, overcoming inherent resistance, and fostering an environment where change is not only accepted but also celebrated.

Personal Journey and the Paradigm Shift

Ellmer begins by sharing a pivotal moment from her early career that reshaped her understanding of change. At 24, working for an airline on the brink of bankruptcy, she faced the harsh reality of layoffs. This experience catalyzed her belief that change, even when forced upon us, can be a catalyst for personal and professional growth.

“It became a guiding belief for me, for my career and my life, that change is always a good thing, even if forced upon you. If you're curious and patient enough, you will find the good in it.”
—Kristy Ellmer [05:30]

Understanding the Human Aversion to Change

Ellmer explores the biological underpinnings of why humans naturally resist change. She explains how our brains are wired to avoid uncertainty and threat, a mechanism evident when confronted with sudden challenges, much like encountering a bear in the woods.

“Our brains are designed to avoid uncertainty and avoid threat. The instant you feel threatened, you begin. Your amygdala begins to release stress hormones of cortisol and adrenaline.”
—Kristy Ellmer [08:15]

This innate response often leads to negative perceptions of change, contributing to the alarming statistic that 75% of corporate transformations fail.

Humanizing Change: The Core Strategy

To counteract this resistance, Ellmer advocates for a human-centric approach to change management. She emphasizes the importance of understanding and addressing the human element in any transformation process.

1. Crafting Personal Change Stories

Ellmer suggests that both leaders and team members should articulate their personal change stories. This involves identifying the "why" behind the change, which serves as a motivational anchor throughout the transformation journey.

“When leaders are talking about financial outcomes and personal achievement like bonuses, they are leaving 60 people unmotivated and uninspired to change.”
—Kristy Ellmer [12:45]

By aligning change initiatives with personal motivations—whether it's personal achievement, customer satisfaction, team dynamics, community impact, or financial outcomes—leaders can create a more inclusive and motivating environment.

2. Measuring and Managing Cognitive Load

Understanding that individuals have varying capacities to handle change, Ellmer introduces the concept of measuring cognitive load, which comprises both confidence and capacity. By regularly assessing how employees feel through simple surveys, leaders can tailor interventions to support those who may be struggling.

“For someone that is struggling, we can take a moment and remind them of the why they are excited to change.”
—Kristy Ellmer [22:10]

This personalized support ensures that team members remain engaged and confident, facilitating smoother transitions and greater overall success.

Real-World Applications and Success Stories

Ellmer shares compelling examples from her career, illustrating how these strategies have been effectively implemented:

• Global Manufacturer: A leader shared his personal story about overcoming extreme poverty, which resonated deeply with his team. This narrative shifted the transformation focus from mere financial gains to a mission-driven initiative aimed at reducing poverty and improving operational efficiency.

  “It was in that moment that the transformation went from being about delivering dollars to being a mission to being the best operating company possible to improve outcomes for everyone.”
  —Kristy Ellmer [18:50]

• Mining Company: Faced with imminent closure, strategic reskilling and resource optimization not only salvaged the company but also enhanced employee morale and community impact.

• Grocery Stores During COVID-19: By prioritizing employee well-being and community support, the transformation efforts led to sustained profitability and strengthened customer relationships.

Conclusion: Embracing the Good in Change

Ellmer wraps up her talk by reiterating that when change is approached with a humanistic lens—understanding individual motivations and managing cognitive loads—it transforms from a feared disruption into an opportunity for growth and positive impact.

“There is so much good that can come from change when done right. Because there is good in every change. You just have to find it.”
—Kristy Ellmer [30:00]

By humanizing change, organizations can navigate the complexities of transformation with confidence, ensuring that both the company and its employees thrive in an ever-evolving landscape.

Key Takeaways

• Embrace Change as a Constant: Change is inevitable and handling it proactively can lead to significant personal and organizational growth.

• Human-Centric Approach: Understanding and addressing individual motivations and cognitive capacities are crucial for successful change management.

• Personal Stories and Motivations: Crafting personal change narratives and aligning them with diverse motivators enhances engagement and commitment.

• Adaptive Support Systems: Regularly assessing and adjusting support mechanisms ensures that all team members can navigate change effectively.

Kristy Ellmer's profound insights offer a roadmap for leaders and organizations aiming to foster a resilient and adaptable workforce. By prioritizing the human element, change becomes not just manageable but a driving force for excellence and innovation.