What Devil’s Bridge Taught Me About Change in the Workplace
By: Kris Tierney, CHRP, CHRL
Years ago, while my husband and I were visiting Wales for the first time, we spent a few nights in the coastal town of Aberystwyth. That’s where we discovered Devil’s Bridge, a striking landmark tucked away in the Welsh countryside. At first glance, it looked like any other charming stone bridge. But as we got closer, we realized: it wasn’t just one bridge. It was three, stacked atop one another, each bridge from a different era.
The oldest and original Devil’s Bridge, built around the 11th century, forms the base. Above it sits a bridge from the 18th century. And on top, a modern bridge built in the 20th century safely carries today’s foot and vehicle traffic.
Each bridge honours the past, yet supports the future.
Devil’s Bridge, with its three stacked bridges, made a lasting impression on me. Initially as a remarkable feat of engineering. And more recently, as a metaphor for leadership, organizational growth, and navigating change.
👉 (Curious about the legend? Here’s the link: The Legend of Devil’s Bridge.)
Why Devil’s Bridge Matters for Today’s Leaders
In many organizations, we encounter the familiar refrain of “This is how we’ve always done it.”
It’s a deeply human reaction that is rooted in comfort, pride, and fear. But let’s imagine what might have happened if the townsfolk of Devil’s Bridge had clung too tightly to their original structure:
“The first bridge was good enough for our great-grandparents—why build another?”
“Change is risky. What if the new one doesn’t hold?”
“This is tradition. We must preserve it exactly as it is.”
The outcome? Eventually, erosion or collapse. Progress halted. Safety compromised.
Too often, this “stuck in the past” mindset plays out in our workplaces. Traditions become habits. Habits become dogma. And innovation stalls. Not because people lack ideas, but because they lack either the will to change, or the permission to change.
Let me offer an alternative: Tradition honours the past. But progress protects the future.
Three Ways to Help Your Team Embrace Change
If you’re facing change resistance in your organization, no matter how big or small the change, it can bring things to a halt if not managed effectively. Here are three practical strategies rooted in psychology, leadership theory and, yes, the spirit of Devil’s Bridge.
1. Build the Case for Change with Clarity and Empathy
Change feels threatening when it’s ambiguous. Provide context and rationale early, before resistance calcifies.
“The old bridge is no longer safe. Before something tragic happens, let’s build something better together.”
Frame change as a collective responsibility, not a top-down directive. This helps people move from fear to agency.
2. Co-Create the Path Forward
Don’t just announce the new bridge, invite your team to help design it. Encourage questions. Seek suggestions. Reflect their input in your decisions, even if only in small ways.
“We consulted our town’s most skilled builders. They recommended reinforcing the structure by adding a new bridge above the old one—so that’s what we’re doing.”
Co-creation builds ownership and lowers resistance.
3. Mark the Milestone—and Move On
Change needs closure. Once the transition is complete, ceremonialize the shift. It can be celebratory or symbolic; what matters most is taking the time to acknowledge effort and emphasize forward momentum.
“Let’s gather at the new bridge, share a meal, make a toast, and recognize how far we’ve come.”
This helps teams let go of “what was” and embrace “what’s next.”
Bridging the Gap Between Then and Now
Change doesn’t have to mean forgetting the past. In fact, the best transformations are built on what came before, just like Devil’s Bridge. As leaders and HR professionals, we have a responsibility to help our teams walk across that metaphorical bridge with clarity, courage, and confidence.
Because in today’s world, staying still is more dangerous than moving forward.
