Leading Through Change
Our world is an ever-adapting landscape of progress and change. Knowing how to be flexible and navigate these changes without losing your sense of self is more than just a great life skill to have, it’s vitally necessary in the world of business. Here rigidity is a fatal flaw; success often hinges on one’s ability to roll with the punches and stay the course no matter what challenges may arise.
For business owners, managers, and leaders at any level, change is a necessity. Being able to lead your team through these changes - big or small - could be the difference between a successful transition and failure. Whether you are dealing with strategic shifts and implementing new initiatives or changes within the company structure, these steps for leading through change are key to achieving your goals.
Clarity, Communication, and Commitment
Uncertainty may naturally arise in any industry, but ambiguous goals and indecision from executive levels can lead to disarray. Your team may struggle with direction, motivation, and performance without clear communication and commitment from the top down.
That is not to say lower-level employees shouldn’t be considered or heard during the decision-making process; in fact, often it is these team members who are in more direct implementation roles. They may be able to spot challenges or suggest solutions you hadn’t considered otherwise. Open communication throughout the change process is key to quelling employee concerns, preventing confusion and distrust, and ensuring a smooth transition to this new phase.
Begin with a clear understanding of the ultimate goal that is inspiring, [or forcing,] this change. This may include:
Keeping up with shifts within the industry
Moving toward a new niche market
Streamlining business operations
Cutting costs
Transitioning ownership
Growth through business inquisition
From here communicate the upcoming change and be open to feedback and questions. How you choose to do so is up to you, but the delivery method is important. While an in-person meeting may not always be feasible, posted notices in communal spaces can feel impersonal and alienating. When team members don’t feel involved in the decision-making process they may be slower to get on board with the change, causing issues with proper implementation. Emails are a good middle ground to consider, just be aware of the inherent risk of miscommunication that comes with all written correspondence.
The Action Plan
It’s not enough to announce a new initiative or upcoming structural shift. Without clearly communicated expectations for the next steps and the future, your team may feel neglected, unheard, and directionless. Creating an action plan that gives clear guidance through each stage of change is key to success. Be sure to include:
An expected timeline of each step
Training and educational follow-up where necessary
Periodic check-ins and progress reports
Short-term and long-term goals
Contingency planning
Be sure to keep the lines of communication open at all stages of your plan. Account for resistance and practice diplomacy where possible. Remember that cooperation and collaboration are more in line with reaching your shared goals than contention and fear-based conjunction.
Handling Structural Changes
Sometimes changes are internal. This can be the dissolution of a position or department, changes in leadership, expanding responsibilities, or business acquisition. In any case, these changes can leave your team feeling off-kilter and uncertain about their own futures with the company. To prevent unnecessary discord, transparency and clear communication is especially important with these kinds of structural changes. Quell as many concerns as you can but be honest to avoid damaging your team’s trust in you.
Transitions in positions of power can be especially anxiety-inducing and disruptive if not handled correctly. Whether you are taking over leadership of a new team or department or being promoted to a new position, your approach to this transfer of power is key. Allowing a period of adjustment while minimizing division is a careful balance between compassion and decisiveness.
RELATED: What is Your Leadership Style?
If your team is new to the company, take the time to get to know each new employee and learn their strengths and identify areas where they may need more support. Some team members may need more individual support and guidance while others thrive when given the freedom and space to set their own pace. Leadership is often about learning how to cooperate and encourage collaboration among your team members.
The People Institute Leader’s Lab
If your company is in a period of transition, the May 28th Leader’s Lab on leading through change is a great resource for learning how to best leverage your position for the benefit of your company. The Leaders Lab is a monthly peer group for learning, motivation, and accountability tool for leaders and those on track to becoming leaders. This month’s subject of leading through change is especially pertinent for companies moving toward post-COVID initiatives.
Click here for more information and to register.