Healthcare professionals all know the feeling: getting caught off-guard by yet another change in the workplace. From advances in patient treatments to the integration of artificial intelligence, the demands placed on HCPs and administrators in 2025 are evolving faster than ever.
We surveyed over 1,000 physicians, and only 45% agreed that healthcare leaders are adequately prepared, at least to some degree, to manage trending changes in healthcare. Adapting to healthcare upheaval stresses even the most effective leaders.
This article covers why effective leadership is needed, explores the barriers to lasting positive change and gives practical strategies for guiding healthcare teams through transitions smoothly. By drawing on insights from our physician community and real-world examples, we’ll give you actionable steps to help you lead with confidence.
Common barriers to change in healthcare
Transformational leadership in healthcare doesn’t just happen automatically. It requires navigating and overcoming barriers to change. According to physicians in the Sermo community, the most common barriers to implementing changes in healthcare include:
Lack of resources or support – 31%
A lack of staffing, training or financial resources was the top challenge, with 31% of surveyed physicians identifying this as the primary barrier to change in healthcare. It’s hard to implement new technology or procedures when the basics — like time, money and tools — are already stretched thin.
Resistance from staff or colleagues – 24%
Change can be unsettling, and it’s no surprise that 24% of Sermo members cited resistance among staff or colleagues as their most significant challenge. Whether it’s fear of the unknown or reluctance to adopt new ways of working, resistance is a natural human response. But leaders need to address it head-on by fostering trust and open communication.
Unclear or inconsistent communication from leadership – 25%
Poor communication topped the list for 25% of respondents. When goals, expectations, and the “why” behind a change aren’t clear, staff members are far less likely to get fully on board. Even well-intentioned initiatives can fail due to communication breakdowns.
Managing the impact on patient care – 18%
For 18% of physicians, the biggest concern was ensuring that change doesn’t negatively impact patient outcomes. Every adjustment, whether in technology, workflows or policy, has the potential to influence the quality of care — and leaders must balance innovation with patient safety.
By addressing these barriers strategically, healthcare leaders can ensure smooth transitions that enhance patient care and team performance.
The importance of effective healthcare leadership in managing change
Healthcare leadership isn’t just about managing tasks. It’s about inspiring people and guiding teams through uncertainty. While many forces are driving change in healthcare, the president of Humana had this to say, “Technological change is one of three [primary] developments forcing structural change in healthcare. The others are changes in payment models, including value-based models, and the push for equity.”
One of the key takeaways is to focus on fixing the underlying systems of healthcare. Keep reading to see why strong leadership is critical during times of change.
Insights from surveyed physicians
74% of surveyed physicians have experienced significant changes in their practice or hospital that required strong leadership to navigate. These findings highlight the importance of leaders being proactive, communicative and resourceful when navigating healthcare challenges.
Key traits of successful healthcare leaders
The best leaders tend to embody adaptability, emotional intelligence, transparency and vision. And when change causes disruptions or obstacles top leaders focus on improving the underlying system rather than blaming individuals.
Strategies for overcoming barriers to change
Sermo surveyed over 1,000 physicians to uncover change management strategies that actually work in real-life medical scenarios. Leadership strategies rooted in collaboration, communication and education turn challenges into opportunities.
Communicating clear goals and expectations
Clarity is the backbone of effective change management. Leaders should outline the “why,” “what,” and “how” of every change and communicate this consistently through meetings, emails and visual aids. Surveyed physicians ranked this as the most effective leadership strategy for navigating change – 30%.
Fostering collaboration and team involvement
Change is less intimidating when employees feel involved. Leaders should engage their teams early in the process, gathering input and encouraging participation in decision-making at each step. By addressing concerns early, you can mitigate resistance and build a sense of shared ownership.
Providing training and development opportunities
Change is easier to adapt to when healthcare workers are confident in their ability to manage it. 21% of physicians agree that the best change management strategy is to invest in robust training programs that ensure staff are equipped with the necessary skills. For example, Johns Hopkins Hospital launched training workshops to guide their staff through a system-wide EHR upgrade, minimizing disruption and maintaining a high standard of care.
Maintaining transparency and adaptability
Honesty promotes trust. Whether the change is due to legal or policy shifts or new tech or treatments, leaders must be transparent about the factors driving it. A relevant case study comes from The Mayo Clinic, which partnered with Silicon Valley startup Cerebras Systems in 2024 to develop artificial intelligence models for the healthcare industry.
While initially met with uncertainty, much of the project’s success came from being transparent about how the AI models are being trained, what the use cases are, and how they relate to The Mayo Clinic’s overall mission. AI is revolutionizing healthcare from increasing access to assisting with screening and treatment. However, adaptability is crucial — in AI and elsewhere — healthcare leaders need to be prepared to adjust plans based on feedback or unforeseen challenges.
Change management models in healthcare
The best healthcare leaders use proven change management models to outline their strategies. Below are examples of how to apply change management frameworks effectively.
Kotter’s eight-step change model
Developed by John Kotter, this model emphasizes a step-by-step approach to instigating and sustaining change. Here’s how to apply it effectively:
- Create a sense of urgency: Highlight the importance of change by identifying potential threats or opportunities. Use data and compelling narratives to motivate stakeholders to act.
- Build a guiding coalition: Assemble a team of influential leaders and stakeholders who can champion the change initiative. Ensure this coalition represents diverse perspectives within the organization.
- Develop a vision and strategy: Create a clear vision that articulates the desired future state and outlines strategies for achieving it. This vision should be communicated consistently throughout the organization.
- Communicate the vision: Use multiple channels to disseminate the vision, ensuring that all employees understand the rationale behind the change and their role in it.
- Empower action: Identify and remove obstacles that may hinder progress. Encourage employees to take initiative and provide them with the resources they need.
- Create short-term Wins: Set achievable milestones that demonstrate progress. Celebrate these wins to build momentum and reinforce commitment to the change process.
- Consolidate gains and produce more change: Use the credibility gained from early wins to tackle additional changes. Keep pushing forward rather than declaring victory prematurely.
- Anchor new approaches in the culture: Ensure that new behaviors are integrated into the organizational culture. This may involve revising policies, practices or reward systems to support lasting change.
ADKAR model
The ADKAR model focuses on individual transitions within an organization, making it particularly effective for managing personal change:
- Awareness: Ensure that all employees understand why the change is necessary. Communicate clearly about the need for change and its implications.
- Desire: Foster a desire among employees to support and participate in the change process. This can be achieved through engagement initiatives that highlight benefits.
- Knowledge: Provide practical training and resources that equip employees with the knowledge of how to implement changes effectively.
- Ability: Support employees in developing the skills needed for successful implementation. This may include hands-on training sessions or mentorship programs.
- Reinforcement: Implement strategies to reinforce new behaviors, such as recognition programs, awards or feedback loops, ensuring that changes are sustained over time.
When tailored to specific healthcare settings, these frameworks can create structured, efficient pathways to transformation.
Preparing for the future of healthcare leadership
Healthcare is poised for even more significant shifts as new legal policies, technology, treatments and patient expectations develop. To be successful in 2025 and beyond, healthcare teams must adopt a spirit of resilience and adaptability.
Anticipating changes in policy, technology and patient care
The medical landscape is evolving fast, from the spread of telehealth, with 78% of surveyed physicians actively working in clinics or practices that offer telehealth services to industry-wide integration of AI and more. Physicians must keep up to date and proactive, engage in secure medical communities, attend healthcare leadership conferences, and stay open-minded to possible opportunities.
Building resilient and adaptable teams
Investing in professional development, fostering a culture of continual education, and promoting candid collaboration and feedback are paramount. Whether facing policy, technology or patient care changes, healthcare leaders must build flexible teams in order to succeed long-term.
Networking to become future-proof
One of the best ways to protect yourself from unforeseen change is through connection. By networking with other physicians in your specialty or location, you get a clearer view of areas of opportunity and how to succeed in the age of AI. That’s the power of Sermo — a community of over 1.5 million HCPs across more than 95 specialties that gives you a secure place to grow your business, leadership expertise and impact one conversation at a time.
Join the Sermo community today!
Confident healthcare leadership in 2025 and beyond
Navigating change in healthcare requires more than technical know-how — it demands empathetic, adaptable leadership that prioritizes both team dynamics and patient outcomes. By addressing barriers to change and employing collaborative, transparent strategies, leaders can turn challenges into opportunities for consistent growth and innovation.
Looking to sharpen your leadership strategy even more? Explore more physician insights and valuable resources through Sermo’s Healthcare Resources Hub.
People also ask
The ability to guide healthcare organizations and teams toward achieving their goals while ensuring high-quality patient care and operational efficiency.
Change management in healthcare involves implementing strategies and processes to effectively guide organizations through transitions, ensuring minimal disruption to patient care and team performance.
Healthcare is expected to evolve through advancements in AI, tech, personalized medicine, and increased focus on preventive care, enhancing both patient outcomes and system efficiency.
Managing culture change requires clear communication, strong leadership, staff engagement and aligning organizational values with new goals and strategies.
Address resistance through effective communication, provide support and training, and encourage team collaboration.
