Change in business is not just coming, it’s already here. The real question is: Are you ready for it?

A quick glance at your calendar or inbox might show you that things are already shifting. Customer preferences are evolving. Staffing demands are changing. Technology, weather, regulations, and market dynamics are all moving targets. The companies that succeed aren’t necessarily the ones with the biggest crews or fanciest software. They’re the ones with leaders who lean into change deliberately, consistently, and without waiting for a perfect moment that never comes.

As President Lincoln once said, “Things may come to those who wait, but only the things left by those who hustle.”

Most Leaders Don’t Actually Lead Change, They React to It

It’s common to think of change as a one-time event. Something to get through, like a storm or a tough quarter. But in reality, change is an ongoing current. And many leaders find themselves constantly reacting instead of steering the ship.

Studies show that the average employee has experienced nearly a dozen major changes at work in the past year alone. That’s everything from new systems and roles to policies and priorities. Yet most organizations still treat change like a rare guest rather than a permanent resident.

When change is treated as occasional, leaders tend to fall into familiar traps:

  • They fail to define what the future should look like
  • They roll out new initiatives without including employees in the vision
  • They forget to communicate frequently and clearly
  • They don’t adjust the plan when conditions shift
  • They overlook the human element, which is always part of the equation

Sound familiar? You’re not alone.

Shift from Change Management to Change Integration

If you want to be the kind of leader who thrives in a turbulent environment, it’s time to think differently. Instead of managing change, start integrating it. This means embedding change-readiness into how you run your business every day, not just when a crisis hits.

Here are five ways to make that shift:

1. Embrace the Leadership Role in Change

Whether it’s introducing a new software system, reorganizing your crew structure, or expanding services, change always requires behavioral shifts. If people don’t adopt new ways of thinking or working, the change won’t stick.

Your role is not just to announce the change, but to lead it. That means sharing a compelling vision, helping people understand what’s expected, and modeling the behavior you want to see.

2. Don’t Skip the Behavioral Work

It’s easy to focus on the logistics of change—what systems to buy, what training to schedule, or what processes to tweak. But the hardest and most important part is getting people to do things differently.

Behavioral change takes time. It also takes empathy and consistency. You’ll need to support people through uncertainty and resistance while still holding the line on expectations. That’s leadership.

3. Communicate Often and Align Your Actions

Leaders sometimes assume their team knows the “why” behind a change. But unless you’re talking about it consistently, at crew meetings, in one-on-ones, and in everyday conversations, chances are they don’t.

Keep reinforcing the vision. Explain what success looks like. Invite feedback. And make sure your actions match your words. This builds trust and helps people feel invested rather than imposed upon.

4. Make Room for Self-Driven Disruption

Waiting for change to knock on your door means it will often arrive as a problem rather than an opportunity. Instead, create the habit of scanning your business for ways to improve or evolve—before you’re forced to.

Ask questions like:

  • What are our clients asking for now that they weren’t six months ago?
  • What processes keep breaking down, and why?
  • Are we using our team’s time in the best way possible?
  • What’s working for our competitors that we’ve been slow to adopt?

This type of proactive mindset makes your company more resilient and puts you in control of the next chapter.

5. Embed Change into Regular Business Reviews

If your leadership meetings are only focused on financials, you’re missing a critical opportunity. Expand those meetings to include indicators of potential change, shifting client expectations, operational bottlenecks, or new trends in tools or staffing.

This not only keeps you agile, but it also trains your leadership team to think with a wider lens. Over time, this creates a culture that sees change not as a disruption, but as a normal and necessary part of doing business.

If you’re leading a business in landscaping, tree care, or lawn care, you’re not just managing turf and trees; you’re navigating a landscape of constant evolution. The most successful leaders are not the ones who fear change. They are the ones who prepare for it, talk about it, and build teams that know how to adapt and thrive.

You don’t have to overhaul your entire business in one day. But you do need to get serious about weaving change readiness into the fabric of your leadership.

After all, change is already happening in your business. The only question is whether you’ll drive it—or be driven by it.

“Things may come to those who wait, but only the things left by those who hustle.”
— Abraham Lincoln

Be well, do good work, and keep in touch.
Fred