The Hidden Cost of Change: Why Every COO Needs a Head of Change

Why Is Change So Hard?

If you’re a COO, you already know: Change is never as simple as it should be.

You roll out a new system, process, or initiative expecting improved efficiency and performance. Instead, you get pushback, confusion, delays, and exhaustion at every level.

Employees resist. Middle managers stall. IT runs into unexpected roadblocks. The executive team pulls in different directions. And suddenly, what should’ve been a simple improvement turns into a months-long uphill battle.

The problem? You’re trying to manage change alone.

Here’s a look at the typical struggles of a COO navigating change—and why a dedicated Head of Change could be the missing piece in your leadership team.

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Employee Pushback – “Why Are We Doing This?”

You introduce a new initiative and expect people to embrace it. Instead, you hear things like:

• “We’ve been doing fine without this. Why fix what isn’t broken?”
• “This is just going to slow us down.”
• “We don’t have time for this.”

Employees don’t just resist change—they resist being changed. Logic alone won’t convince them. You need a strategy for buy-in before the rollout even begins.

✔️ How a Head of Change Would Help:

• Identify employee concerns early and address them proactively
• Communicate the benefits in a way that resonates with teams
• Create small, early wins to build trust before full implementation

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Middle Management Bottlenecks – The Silent Resisters

Your department heads say they support the change—but actions speak louder than words. Some drag their feet, hoping the initiative will just fade away. Others seem overwhelmed and avoid discussing it altogether.

Middle managers are the most powerful force in change management—if they don’t drive it, it dies. But they need to feel empowered, not burdened.

✔️ How a Head of Change Would Help:

• Work directly with managers to ensure they understand their role in the rollout
• Provide training and tools to help them guide their teams through change
• Act as a support system for managers, so they don’t feel alone in the process

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Tech & Process Hiccups – “Wait, This Doesn’t Work?”

Even after months of planning, something always goes wrong. The new system doesn’t integrate properly with existing tools, causing delays. Employees get frustrated and blame leadership when things don’t work as expected.

Suddenly, your great new solution is seen as another problem to deal with.

✔️ How a Head of Change Would Help:

• Work with IT and teams to test systems early, smoothing out issues before full rollout
• Set clear expectations so employees know what’s coming
• Ensure proper training and support so employees feel confident using new systems

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Leadership Alignment – Everyone Has a Different Priority

At the executive level, everyone agrees change is necessary—but nobody agrees onhow to do it.

• The CEO wants implementation faster
• The CFO is worried about cost overruns
• HR is concerned about morale and workload

Meanwhile, you’re in the middle, trying to balance speed, budget, and employee adoption—all while putting out daily fires.

✔️ How a Head of Change Would Help:

• Align leadership on clear goals, priorities, and timelines
• Track success metrics to prove ROI and impact
• Act as the bridge between executives and employees, keeping expectations realistic

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Change Fatigue – “Another New Thing?”

Your employees have been through too many changes in the last few years. They’re tired. Instead of excitement, your new initiative is met with sighs and eye rolls.

Burnt out employees won’t adopt new systems. Even the best ideas fail if people don’t have the capacity to embrace them.

✔️ How a Head of Change Would Help:

• Pace changes properly to avoid overwhelming employees
• Communicate wins and progress to keep people engaged
• Provide ongoing support so employees don’t feel abandoned after rollout

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The Big Takeaway: COOs Shouldn’t Manage Change Alone

Change isn’t just about new systems—it’s about people. And as a COO, you’re already managing operations, strategy, and execution. Trying to own change management on top of that is a recipe for burnout (yours and your employees’).

A Head of Change transforms chaos into clarity by:
✔ Getting employees on board early
✔ Training middle managers to lead change
✔ Managing technical hiccups proactively
✔ Keeping leadership aligned
✔ Preventing change fatigue

If you’re constantly firefighting resistance, stalled projects, and exhausted employees—it might be time to add a Head of Change to your team.

What’s your biggest struggle with change management?