More Conversation Starters for Change Management

Introduction

These conversation starters are specifically for change management.
They are grouped by phase of change and designed to build trust, uncover insights and move people from resistance to engagement.

1. Building Awareness and Understanding (helps people explore the “why” behind the change.)

• “What changes are you noticing in our environment that make this necessary?”
• “What do you think prompted this change?”
• “How does this change align (or not align) with our purpose or goals?”
• “What questions or concerns do you have at this stage?”
• “What would help make the reasons for change clearer?”
• “How do you think this change could positively affect our customers/students/community?”

2. Exploring Emotions and Reactions (acknowledges feelings; a vital step for reducing resistance.)

• “How are you feeling about what is happening?”
• “What has been hardest or easiest about this change so far?”
• “What is something you will miss — and something you’re looking forward to?”
• “What do you need to feel more confident about the change?”
• “What is one thing you’d like decision-makers to understand about how this feels on the ground?”
• “What helps you personally adapt when things shift?”

3. Sensemaking and Engagement (Encourages ownership and shared problem-solving.)

• “What do you think success would look like if this change goes well?”
• “What are the biggest opportunities this change might open up?”
• “What would make it easier for your team to get on board?”
• “What are the small wins we could celebrate early?”
• “How can we make this change fit better with how we already work?”
• “Who do you think could help champion or model this change?”

4. Implementation and Learning (keeps the conversation focused on adaptation and continuous improvement.)

• “What is working well so far — and what isn’t?”
• “What have you learned since the change began?”
• “How are you seeing this change affect daily routines?”
• “What feedback have you been hearing from others?”
• “What adjustments could make things smoother?”
• “How can we support each other during this phase?”

5. Embedding and Sustaining Change (focuses on culture, reinforcement and reflection.)

• “What’s become part of ‘how we do things’ now?”
• “What behaviours or habits are helping us maintain the change?”
• “What have we learned that we should carry into future projects?”
• “Who has demonstrated the spirit of this change really well?”
• “If we could do it all again, what would we do differently?”
• “What would help keep this momentum alive?”

Extra – Leadership and Team Reflection Prompts (encourages meta-conversations about change conversations themselves.)

• “What conversations are we not having that we need to?”
• “Where do people feel most heard and where do they feel overlooked?”
• “How can we create more spaces for open dialogue during change?”
• “What kind of tone do we want to set in our change conversations?”

(main source: Lachlan Brown, 2025)