It’s said that humans are creatures of habit, but dogs? They take habit-building to a whole new level. Feed them 10 minutes later than usual, and they’ll let you know. Rearrange the living room furniture? Prepare for side-eye that could rival a skeptical teenager. Introduce a new bedtime? Forget it. Change is hard—for them and for us.

It wouldn’t surprise me if James Clear had dogs. Surely, his best-selling book “Atomic Habits” was inspired by watching a Golden Retriever reluctantly adjust to a new brand of treat or perfect the art of squeezing into a sunny spot on the floor (take that, cats!). Dogs are living proof that small, consistent changes create lasting habits, though their reaction to change itself often starts with a mix of confusion, skepticism, and drama.

The immediate reaction: Change is clearly a plot

When I change anything in my dogs’ lives, their first assumption seems to be that I’ve conspired against them. A new walking route? Suspicious. A different brand of treats? Betrayal. New commands or training exercises? Unacceptable.

Leadership has a lot of parallels here. Teams—like dogs—don’t always embrace change with open arms. Whether it’s a new workflow, a different meeting cadence, or introducing a new tool, the initial reaction is often resistance. It’s a natural response, even when the change is positive. People (and pups) need time to adapt, process, and build trust in the “new way.”

The “small steps” approach: Habits that stick

Here’s where dogs truly shine. Give them time, and they’ll adapt in the most delightful ways. They’ll find joy in a new walking path, discover a newfound love for the treat they initially snubbed, or (eventually) master the new command you’ve been trying to teach.

sweeping changes rarely stick. Instead, focus on small, intentional adjustments that compound into meaningful progress.

The secret? Consistency. Dogs thrive on repetition, and small changes over time lead to big shifts in behavior. This is the cornerstone of “Atomic Habits” and a critical leadership lesson: sweeping changes rarely stick. Instead, focus on small, intentional adjustments that compound into meaningful progress.

For example, I once tried to break my dog’s habit of barking at the pheasants in the backyard. My initial plan involved a firm “no” and distraction tactics. It didn’t work. But when I started rewarding quiet moments, inch by inch, she began to associate calm behavior with positive reinforcement. Small, consistent actions made all the difference.

Patience, persistence, and a bit of humour

What dogs also teach us about change is the importance of patience. Building new habits—whether in yourself, your team, or your organization—is rarely a smooth process. There will be setbacks. Sometimes, you’ll try a new approach only to realize it’s not working. And sometimes (okay, most times), your dog will look you right in the eyes, blatantly ignore your “no,” and chase the squirrel anyway.

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Leadership is no different. You might introduce a new initiative or cultural shift, and some team members will need more time to adjust than others. The key is persistence—and a healthy dose of humour. Just as I can laugh at my dogs’ melodramatic reactions to a new routine, I’ve learned to approach workplace change with grace and flexibility.

Celebrating wins (even the tiny ones)

Dogs teach us to celebrate the small wins. When they finally sit on command after weeks of effort, it’s a triumph. When they walk past the neighbor’s cat without barking (or maybe just one bark), it’s progress.

celebrating those small wins keeps momentum alive.

In leadership, it’s easy to focus only on the big goals and overlook incremental achievements. But celebrating those small wins keeps momentum alive. It also reinforces the idea that change is possible, one step—or wag—at a time.

The bigger lesson: Embracing change with joy

Perhaps the greatest thing dogs teach us about change is to approach it with a sense of curiosity and joy. While they may resist at first, once they’ve adapted, they embrace the new with the same enthusiasm they have for their favourite frisbee.

Change doesn’t have to be a chore or a source of stress.

As leaders, we can learn from this. Change doesn’t have to be a chore or a source of stress. When approached with curiosity, consistency, and a bit of patience, it can become an opportunity to grow, improve, and ultimately thrive.

If you’re navigating change—whether in your personal life, your organization, or your team—channel your inner golden. Start small, stay consistent, and don’t forget to celebrate the tiny victories along the way. Who knows? You might even find yourself enjoying the process as much as the outcome.

And if you’re feeling stuck, find yourself a pup to observe and remember: dogs can teach us just about everything we need to know about habit-building, one squirrel-chasing session at a time.

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