Leading Change: Lessons from Alfie

Alfie in the office.

When I first started working with a large manufacturing company recently, they were feeling frustrated. They had spent a year investing heavily in new machinery, expecting to boost productivity by at least 25%. They had also hired new staff to help manage the increased capacity. But a year on, things weren’t going to plan. Productivity had barely budged, new hires weren’t settling in, and motivation across the team was at an all-time low.

It didn’t take long to figure out why. While they had invested in the business, they hadn’t invested in their people. The changes had been rolled out without involving the existing staff, and training had been minimal—just the basics provided by the company installing the equipment. The leadership team had assumed that employees would be excited about the investment, but instead, morale had plummeted, and absences were on the rise.

It got me thinking, managers often expect instant adaptation, immediate results, and quick returns on investment. But real change doesn’t happen overnight.

I was reflecting on this one evening while walking Alfie, my rescue dog and I realised: introducing change at work is a lot like bringing a rescue dog into your home.

Change Takes Time – Just Ask Alfie!

When we first adopted Alfie, he was completely overwhelmed. He had spent most of his early life neglected and caged. He didn’t know how to trust people, he wasn’t sure how to interact, and even basic things—like walking on a lead—were foreign to him. If we had expected him to settle in straight away, we’d have set both him and ourselves up for failure.

Instead, we had to be patient, support him, and celebrate small wins. And that’s exactly what teams need when they’re navigating change.

Here are three key lessons that managers can learn from Alfie’s journey:

1. Growth Doesn’t Happen Overnight

It’s easy to get frustrated when an employee isn’t immediately meeting expectations. A new hire might take longer to get up to speed, or an experienced team member might struggle with a new process. But, just like Alfie needed time to trust us, people need time to build confidence, learn, and improve.

👉 Leadership Takeaway: Be patient. Just because someone isn’t excelling yet doesn’t mean they won’t in the future.

This is where adopting a coaching mindset as a manager is invaluable. Coaching provides employees with the space to reflect, ask questions, and gain clarity. It focuses on guiding development rather than rushing it.

2. Support and Encouragement Matter

When Alfie first came home, he was hesitant about everything—from stepping into a new room to interacting with people. If we had forced him to adapt faster or punished him for getting things wrong, he would have shut down completely. Instead, we encouraged small victories, reassured him, and gave him space to adjust.

Employees need the same. If they feel pressured, micromanaged, or criticised for mistakes, they’ll stop taking risks or pushing themselves to grow. But when they feel supported and have psychological safety, they build confidence and perform better.

👉 Leadership Takeaway: People develop faster when they feel safe to make mistakes and learn from them.

3. Progress Looks Different for Everyone

Not every rescue dog adjusts at the same speed, and not every employee learns in the same way. Some pick up skills quickly, while others need more time. Some thrive with hands-on coaching, while others prefer independent learning. A great manager recognises this and adapts their approach to support individual needs.

👉 Leadership Takeaway: Flex your leadership style to help each team member succeed.

Small Wins Lead to Big Results

When Alfie finally started trusting us, walking confidently on a lead, and showing his playful personality, it felt like a huge achievement—but it was the small wins along the way that made it possible.

The same is true for teams. Development isn’t just about hitting the big targets; it’s about recognising and celebrating progress along the way.

✔ Be patient with people’s learning curves.✔ Create a supportive environment where they feel safe to grow.✔ Celebrate progress, no matter how small.✔ Invest in your coaching skills as a manager to provide tailored support.

If we want strong, confident, and engaged teams, we have to meet people where they are—not where we think they should be. Because when people are given the right support, their growth will surprise you.