A DISCUSSION GUIDE FOR HR & LEADERS

Before you ask people
to embrace change.

Four questions to help your leadership team prepare for the human side of what comes next.

Use these questions in a planning conversation about restructuring, a leadership transition, or a new way of working. Discuss workplace conditions and leadership actions. Employees do not need to disclose personal experiences for this conversation to be useful.

01 · RECOGNIZE

What might people be carrying into this change?

Consider earlier layoffs, unfinished transitions, inconsistent communication, or promises that were not kept. What have you observed? What are you assuming?

Capture: One observable pattern and one question you need to ask before interpreting it as resistance.

02 · REFLECT

What have our own actions taught people to expect?

Where have leaders been consistent? Where has there been a gap between what was said and what happened? Consider what employees may reasonably need clarified.

Capture: One leadership action or unresolved issue that needs attention.

03 · REFRAME

What else could hesitation be telling us?

Could people need clearer expectations, time to learn, evidence of follow-through, or a safer way to ask questions? Treat these as possibilities to explore—not conclusions about an individual.

Capture: One explanation to test through listening and one practical support to consider.

04 · REBUILD

What will we do next—and how will people see it?

Choose an action within leadership’s control. Name an owner, a date, and how you will report back. For example, clarify a decision, provide learning time, or close the loop on an unanswered concern.

Capture: Action · Owner · Date · How we will follow through.

Turn the conversation into action.

This guide introduces a leadership discussion using Dr. Ashley Dash’s Recognize, Reflect, Reframe, Rebuild framework. It is an educational resource, not a clinical assessment. Keep participation voluntary and address workplace conditions alongside individual development.

Bring Healing Work-Hurt® to your leaders, managers, and experienced professionals for a shared language and practical next steps.

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