We’ve written before about terribly untrue sayings and assumptions that people mistake for workplace wisdom. But, we have to admit, there’s one cliché mantra we do agree with that is universal. In our conversations with leaders, CEOs, and professionals in every industry across the globe, one phrase comes up again and again: “The one constant is change.”
It’s true. Change is constant. It’s so constant that you would think we would all be used to it by now. But, we’re not. Whether your organization is struggling to find and retain talent, your team is tackling a new direction, or yet another departmental reorganization is taking place, we all face change frequently—staring into it’s beady, persistent, and often scary, little eyes.
Leading through change gracefully can seem impossible at times. You don’t know where the next twist or turn will take you. And, even worse, your team might feel even more anxious, because they assume they know less about the future than you do. The important thing is to not let change overwhelm you, and as a leader, not let yourself overwhelm your team. And, that’s where we can help. The next time you’re faced with a sudden change, handle it in stride with these simple but crucial dos and don’ts.
Do: Share what you know.
You’re not the only one feeling dazed and confused at the onset of a sudden change—your team is right there with you, and they’re far more anxious than you are. Do your best to fill them in on important details, deadlines, and objectives as you find out new information. Keeping the team informed will alleviate some of their worries, and empower their cooperation in the days to come.
Don't: Forget to make time for questions.
As you head out on a new direction, it is crucial to leave the door open for team members’ questions and concerns as they arise. Reiterate to the group that you are available to assist in any way you can, and encourage them share their worries. Set aside a time for questions as you’re explaining the change, and ask, “Is there anything I can do to help you?” to demonstrate your commitment to helping the transition go as smoothly as possible.
Do: Outline the plan.
Once you’re oriented about where you need to get, make a plan for how to get there. Delegate work for each team member, and be specific—how can each person use his unique skills and talents to help the team transition and excel? Don’t just share the broad picture vision for where the change is leading you. Instead, put together a plan, and let the team give input where appropriate. Asking individuals to contribute thoughts and ideas to the game plan will help them feel ownership and boost their confidence about the directives.
Don't: Try to tackle everything at once.
When you’re navigating through change, diving in headfirst is not a good idea. It may seem tempting to just rip off the Band-Aid, so to speak, and usher in all the elements of change at once. But imagine how much more disruptive a new daily schedule, change of management, reorganized office space, and reworked individual roles can feel when they’re all unloaded on a team at once. As much as you can, try to gradually roll out the change your team is required to make—and give team members notice, so they aren’t caught off guard.
Do: Mitigate conflicts.
When your team is heading down a new path, conflicts will inevitably arise. Maybe team members haven’t clarified their new roles, or perhaps they’re frustrated with the pace of change. Whatever the reason for the conflict, it’s the leader’s job to help it resolve in a constructive and positive way. Be around to assist when miscommunications or misgivings arise, and encourage constructive resolutions. Your transition will be much smoother for it.
Don't: Fail to applaud great work.
A lot of leaders get so preoccupied with directing and managing the changing environment or direction of their team that they forget to thank team members when they do great work in the midst of the transition. But you can do better than that. Set aside a time at the end of each week to reflect on the great things your team has accomplished, and start Mondays off by delivering well-deserved kudos. It’s the best way you can show that your team’s efforts are invaluable—and that you couldn’t have made it this far without them.
In the end, leading through change spotlights and condenses many general leadership best practices. But, the crucial difference is that during times of transition, your team needs your leadership the most.
