Navigating Challenging Times: Lessons in Change and Adaptation

Written By Kevin LaChapelle, EdD, MPA

Starbucks recently announced a significant restructuring, including the closure of hundreds of stores, the elimination of about 900 corporate and support roles, and a renewed focus on redesigning over 1,000 remaining cafés to better meet evolving customer needs (Reuters, 2025; Barron’s, 2025).

This wave of closures underscores the challenging environment many organizations face: balancing financial pressures, adapting to shifting consumer expectations, and overcoming cultural resistance to change.

Why Starbucks Closed Stores

1. Financial underperformance
Some locations could not generate sustainable profit, even with additional investment. Lease costs and ongoing losses made closure the most viable option.

2. Physical environment misfit
Starbucks is prioritizing store formats that align with modern customer behavior—drive-throughs, mobile ordering, and redesigned interiors. Stores with layouts that couldn’t support these needs were marked for closure (AllRecipes, 2025).

3. Resistance to change
In certain stores, employees resisted implementing new corporate mandates designed to improve efficiency and customer experience. One customer of one of the closing stores shared that for quite some time staff expressed resistance to the changes Starbucks was implementing, even bad-mouthing Starbucks corporate to their customers. A local Starbucks employee shared that after resisting changes, their store was ultimately shut down. They later expressed regret, wishing they had adapted earlier. This example highlights how resistance can close off opportunities for growth and long-term stability.

What Organizations Can Learn

  • Adaptation is survival. Markets and environments evolve quickly. Organizations that fail to adapt risk being left behind.

  • Engagement matters. Change initiatives work best when staff are included in the process and understand the “why.”

  • Be clear about stakes. Leaders must communicate that failure to adjust has real consequences—not only for metrics, but also for jobs and services.

  • Act early. Addressing underperformance, workflow gaps, or safety concerns before they become chronic keeps more options open.

Pointers for Staff Experiencing Change

  1. Recognize that change is inevitable. Every organization must adapt to external pressures—policies, customer needs, technology, or finances.

  2. Understand the “why.” Leadership introduces changes to strengthen efficiency, sustainability, or compliance. Connect the dots between new processes and the organization’s future.

  3. Stay open and flexible. Ongoing resistance can put programs, jobs, and services at risk. Flexibility shows resilience and builds leadership potential.

  4. Contribute constructively. Instead of saying “this won’t work,” try “how can we make this work better?” Staff who engage in solutions shape how changes are rolled out.

  5. See what’s in it for you.

    • Job security: Supporting change strengthens the organization’s sustainability, protecting positions.

    • Career growth: Staff who adapt gain valuable skills and visibility.

    • Better work environment: Many changes aim to reduce inefficiencies and improve safety.

  6. Support one another. Change can be stressful. Encouragement and teamwork ensure no one is left behind.

  7. Remember the alternative. Organizations that don’t adapt risk shrinking, instability, or closure.

Closing Thought

The Starbucks story is a timely reminder: change is not optional, it is essential. Resistance may feel natural in the short term, but alignment ensures long-term stability for both the organization and its employees. By embracing necessary shifts, staff help build a sustainable future—one where jobs, opportunities, and community impact remain strong.

References

Kevin LaChapelle, EdD, MPA https://www.powermentor.org
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