Making Change Stick – The Power of Regular Team Check-Ins

The completion of a 360-degree leadership survey does not mark the end – rather it is the beginning. While this comprehensive feedback tool provides invaluable insights into leadership effectiveness, the real challenge lies in applying those insights to create lasting behavioural change. Research consistently shows that without deliberate, ongoing follow-through, even the most well-intentioned improvement efforts fade within months. The solution lies in establishing regular team check-ins that create accountability and momentum to ensure sustainable change.  

The challenge of sustaining change 

Leadership development faces a fundamental paradox: the very behaviors that need changing are often deeply ingrained patterns that have developed over years or decades. A 360-degree survey might reveal that a leader needs to improve their listening skills or delegate more effectively but knowing what to change and actually changing it are vastly different challenges.  

A transformation in leadership style is both ongoing and a two-way street. It relies on give and take.  

Here are 7 challenges leaders face when instigating change in themselves and others:  

1. Inherent resistance to change: People naturally resist change due to fear of the unknown or discomfort with new challenges – or perceived threats to their status or competence.  
2. Lack of clarity and communication: The reason for change needs to be clearly communicated, with a compelling rationale for why the change is necessary. Without this clarity, team members may feel uncertain or resistant to the new leadership direction – and could take it personally.   
3. Momentum and fatigue: Enthusiasm for change can wane over time, especially if the perceived benefits are not immediately obvious or if the process takes too long. Change fatigue can set in, leading to a return to old habits.  
4. Lack of support: Change initiatives often fail without ongoing support. Leaders need help from superiors, peers and the team when driving change.  
5. Difficulty in measuring impact: It can be challenging to accurately assess the impact of a change initiative, especially in the early days. This makes it difficult to demonstrate the value of the change in maintaining support.  
6. Conflicts and tensions: Change can create conflict and tensions between those driving the change and those on the receiving end. These conflicts need to be addressed to prevent them from undermining the initiative.  
7. Complexity and unrealistic expectations: Complex changes can be difficult to implement and sustain. Unrealistic expectations or timelines can lead to frustration and disappointment.  

Successfully navigating these challenges requires leaders to be patient, think strategically, and understand how their people and the company work.  

Coaching provides leaders with support through change 

When it comes to support, leadership coaching provides personalised support that directly addresses the complexities of transformation. A skilled coach helps leaders identify blind spots, develop self-awareness, and create actionable strategies for change. Through regular one-on-one sessions, coaches offer objective feedback, challenge limiting beliefs, and hold leaders accountable for their transformation goals. This individualised approach allows leaders to practice new behaviors in a safe environment, build confidence in their evolving leadership style, and navigate the emotional challenges that come with personal growth. Coaching accelerates transformation by providing the focused attention and expertise that busy leaders often cannot access elsewhere. 

Read our blog, “What is leadership coaching?” to learn more.  

The power of structured check-ins 

The power of regular team check-ins lies not just in maintaining accountability, but in transforming leadership development from an individual activity into a collective commitment. When implemented thoughtfully, these sessions ensure that insights from 360-degree feedback translate into lasting behavioral changes that benefit both leaders and their teams. 

When it comes to the outcomes of leadership transformation regular team check-ins directly address change challenges in the following ways:  

1. Communication and clarity: According to scheduling platform, Doodle, check-ins keep the lines of communication open allowing leaders to continuously reinforce the reasons for change and address any misunderstandings or confusions before they become major obstacles. 
2. Early resistance detection: Check-ins provide a safe space for team members to voice concerns or resistance, enabling leaders to address issues proactively rather than letting them fester and grow. 
3. Maintaining momentum: A blog by ClickUp underlines that regular check-ins help keep everyone focused on what matters most and prevent change fatigue by celebrating small wins and progress along the way. 
4. Building support: These meetings create opportunities for peer support and allow leaders to identify and develop change champions within the team. 
5. Measuring impact: Check-ins provide regular touchpoints to assess how changes are being received, what’s working, and what needs adjustment, making it easier to demonstrate value and maintain support. 
6. Managing conflicts: By providing a forum for open dialogue, check-ins can surface tensions early and create space for resolving conflicts before they undermine the change initiative. 
7. Adjusting complexity: Regular feedback through check-ins allows leaders to identify when expectations are unrealistic and make necessary adjustments to timelines or approaches. 

Essentially, check-ins transform change from a one-way directive into an ongoing conversation, making the process more collaborative and responsive to the team’s needs. 

Creating psychological safety 

The success of regular check-ins depends heavily on psychological safety. Team members must feel genuinely safe to provide honest feedback without fear of retribution or judgment. Establishing ground rules helps create a safe environment. Teams should agree on confidentiality expectations, communication norms, and how feedback will be delivered. The focus should remain on supporting the leader’s development rather than criticism for its own sake. When team members see their input valued and acted upon, they become more invested in the leader’s success and more willing to provide ongoing honest feedback. 

Designing effective check-in processes 

The structure of post-360 check-ins require careful consideration to optimise effectiveness.  

• Sessions should be scheduled consistently, typically monthly, or bi-weekly, to maintain momentum without overwhelming participants.  

• Successful check-ins begin with the leader sharing specific examples of how they have applied feedback since the last session. This self-reflection component encourages leaders to actively notice their behavior patterns and creates transparency about their development journey.  

• Team members then provide observations about what they have noticed, both positive changes and areas where old patterns may be reasserting themselves. The conversation should focus on specific, observable behaviors rather than abstract concepts. Instead of discussing “better communication,” the team might examine how the leader handled a particular meeting or responded to a challenging situation. This specificity makes feedback more actionable and creates a shared understanding about what effective change looks like in practice. 

In closing  

Regular check-ins should include mechanisms for tracking progress over time. This might involve rating scales for specific behaviors, tracking frequency of certain actions, or documenting team observations. These metrics provide objective evidence of change and help maintain motivation during challenging periods. Equally important is celebrating progress, even small improvements. Acknowledging positive changes reinforces new behaviors and builds momentum for continued development. When teams see their leader making genuine efforts to improve, it often inspires broader cultural shifts toward continuous learning and development. 

Would you like professional support in maintaining growth and transformation in your leadership style? 

Book your free 30-minute discovery session with leadership coach, Kerstin Jatho, here 

Over to you for sharing your comments and experiences.