How To Facilitate Change and Sustainable Growth in Organizations: Advice from Dr. Manny De La Torre

John F. Kennedy once said: “Change is the law of life. And those who look only to the past or present are certain to miss the future.”

This timeless truth holds just as firm for organizations today as ever before. In a fast-paced world, short-term wins feel satisfying, but sustainable growth separates thriving organizations from those that fall behind.

But how do leaders actually navigate organizational change and, moreover, embrace it as a driver of innovation and success? Enter Manny De La Torre, EdD, Dean of Academic Affairs at Claremont Lincoln University. With his expertise, we’ll uncover strategies for fostering creativity, building adaptable leadership, and setting the stage for long-term, meaningful growth.

What Is Sustainable Growth, and Why Does It Matter?

Sustainable growth is more than just a business buzzword. It’s the difference between a quick sprint and a marathon of compounding success. Unlike short-term growth, which focuses on immediate gains, sustainable growth is about building a foundation that ensures an organization can adapt, thrive, and stay resilient — no matter what uncertainties come its way.

At its core, sustainable growth is about “ensuring that an organization remains flexible and adaptive to the various uncertainties that are going to come,” Dr. De La Torre explains. “Organizations need to consider long-term projections of where they want to take their organization…looking at the macro perspective, which helps when framing it against short-term goals.”

The business landscape is unpredictable, making the ability to pivot essential. A sustainable growth mindset ensures that an organization isn’t just reacting to change but proactively preparing for it.
When leaders embrace this mindset, they create a culture of adaptability — one that allows for innovation, evolution, and creativity.

Building a Culture of Play to Foster Innovation

Innovation doesn’t come from playing it safe – it comes from play itself. A “culture of play” may sound better suited for the playground than the boardroom, but it’s a serious strategy for fostering creativity, divergent thinking, and growth.

A culture of play is about reframing failure, Dr. De La Torre says. Too often, organizations view failure as the end of the road. But in reality, it’s just a detour — a chance to learn, pivot, and try again. However, Dr. De La Torre says that companies that want to successfully lead organizational change should “foster an environment of innovation and creativity that doesn’t harm for failure, per se, but encourages it.”

When leaders normalize failure as a stepping stone to innovation, they unlock their teams’ potential to approach problems with curiosity and creativity.

Creating this culture takes intention, starting with leaders who are open to new ideas from across the organization. Employees need to feel comfortable sharing their thoughts and exploring “what if” scenarios without fear or judgment. When failure becomes a part of learning, organizations are free to experiment, test ideas, and, ultimately, discover solutions that wouldn’t have emerged from rigid, risk-averse, short-term approaches.

Leadership Strategies for Managing Change and Preventing Fatigue

Change is inescapable, but it doesn’t have to be exhausting. Effective leaders know how to guide their teams through transitions while keeping morale high and burnout low. Dr. De La Torre highlights six key strategies for managing change and preventing fatigue in an organization:

1. Break Big Changes Into Manageable Milestones

Tackling change all at once can overwhelm even the most resilient teams. Instead, set clear, manageable milestones within the larger scope of the project. This approach makes progress feel achievable and keeps everyone focused on cumulative goals.

2. Balance Capacity

Change fatigue often stems from overloading teams — or, paradoxically, underutilizing them. Dr. De La Torre notes: “When you have over capacity or under capacity, people start to get overwhelmed or burned out.” Leaders need to assess and balance capacity to ensure their people have the time, energy, and resources to embrace change effectively.

3. Celebrate Progress

Don’t wait until the finish line to recognize effort. Celebrating small wins along the way reinforces the importance of everyone’s contributions and helps maintain momentum. People aren’t just completing tasks — they’re building something meaningful.

4. Foster Open Communication

Change becomes less intimidating when people feel heard. Create opportunities for dialogue, allowing team members to express concerns, ask questions, and share ideas. Transparency and two-way communication build trust during transitions.

5. Reframe Change as Opportunity

Help your team see change not as a disruption but as a chance to grow and innovate. Dr. De La Torre also notes that change is constant: “It was here before, it is here now, and it’s going to be here later.” Leaders who emphasize the potential for positive outcomes — while acknowledging challenges — can inspire confidence and a can-do attitude from employees at all levels.

6. Root Leadership in Ethics

Ground every decision in integrity by aligning changes with core organizational values. When leaders prioritize fairness, transparency, and empathy, they build trust and inspire teams to embrace change with confidence. When considering the impact of leadership, Dr. De La Torre notes: “Something we cannot forget about is the ethics behind it.”

Data-Driven Decision-Making — With a Human Touch

In an age where data reigns supreme, it’s easy to fall into the trap of letting numbers dictate every decision. But as Dr. De La Torre points out, while data is an essential tool, it shouldn’t overshadow the human elements that make organizations thrive.
Data can provide valuable insights into trends, performance, and weak points, offering a reliable foundation for informed decision-making. However, organizations must remember that data alone doesn’t tell the full story — it’s the people interpreting it who turn it into actionable strategies.

Balancing quantitative data with qualitative feedback is key to successful leadership. Listening to employee experiences, customer insights, and industry shifts can reveal nuances that numbers might miss. The human touch ensures that decisions are logical and empathetic, better aligning with organizational values. By combining facts with feedback, leaders can chart a course that’s both strategic and sustainable, creating solutions that resonate on every level.

Turn Organizational Change Into Opportunity

Change is inevitable. But with the right strategies and mindset, it can be the driving force behind sustainable growth and innovation.

By embracing a culture of play, fostering adaptable leadership, and balancing data with human insight, organizations can navigate uncertainty with confidence and creativity. Leaders who prioritize long-term vision over quick wins and empower their teams to see failure as part of the process set the stage for enduring success.

If you’re ready to take the next step in developing these skills, consider Claremont Lincoln University’s online BA in Organizational Leadership and online MA in Organizational Leadership. Our programs are designed to prepare you for the challenges of leading, whether you’re looking to refine your leadership style, master change management, or create a culture of innovation.

Explore the program today and discover how you can become the leader your organization needs for tomorrow.