Three approaches to address the topic of change
Change. It’s the constant backdrop to all our working lives. No longer an occasional disruption, but a continual force.
Whether it’s navigating change management communication, addressing resistance to change, or managing both large-scale and incremental shifts, organisations must evolve to stay relevant, making change management essential in the workplace.
While change is inevitable, it’s anything but predictable.
Yet, many organisations struggle to navigate it effectively. For leaders, this presents a unique challenge: how do you not only manage change but lead others through it in a way that drives success?
Leading through change requires more than just decision-making skills.
It calls for empathy, adaptability, and the ability to build trust and inspire resilience. In this article, we’ll explore three essential skills leaders need to guide their organisations through change: understanding individual needs, fostering team collaboration, and leading by example.
Understand and support individual needs
For individuals, change can stir up a wide range of emotions, everything from excitement about new opportunities to anxiety over the unknown.
The key to navigating any change on a personal level is awareness and resilience.
Great leaders recognise this. They understand that every individual experiences change differently. Whether your team members embrace change or feel anxious about it, your role is to understand their unique needs and offer support.
Recognising personal reactions to change: Change can evoke a variety of emotions, from excitement and hope to uncertainty, frustration or anxiety.
Insights Discovery’s language of colour provides leaders with a tool to understand the different personality types in their team, offering insights into how individuals are likely to respond to change. Whether they’re someone who thrives on action and quick decisions or prefers to take a more measured, thoughtful approach, awareness is the first step to managing how you, as a leader, handle transitions.
Awareness allows you to anticipate both you and your reactions and develop strategies to stay grounded, ensuring each member feels seen and supported through the transition.
Building personal resilience:One of the most valuable skills leaders can impart is resilience. Equip your team members with the mindset and tools to navigate change confidently. Encourage them to view challenges as opportunities for growth and provide them with development opportunities to build their skills. By helping individuals develop resilience, you empower them to handle uncertainty with greater ease.
Resilience is crucial when navigating change. The ability to adapt, learn and grow through challenging times is what sets resilient individuals apart. Strategies like maintaining a growth mindset, focusing on what you can control and seeing change as an opportunity rather than a threat can help you stay balanced and forward-focused.
Creating an open dialogue:
Leaders who foster open communication during times of change create an environment of trust. Encourage your team to ask questions, express concerns, and share feedback. By being approachable and transparent, you reduce fear and uncertainty, allowing individuals to feel more confident and engaged in the process.
One of the best ways to ease anxiety around change is to communicate openly and proactively. If you’re unclear about something, ask questions. Engage with your manager and teammates to gain clarity and voice your concerns. By taking an active role in the process, you’ll feel more empowered and prepared to embrace change.
Approaches to navigating change: Most approaches to individuals adapting to change have been based on psychological models of grief (Kubler-Ross) and transition (Bridges). While these may be helpful in describing these processes at a generic level, recent research points to the fact that individuals navigate change, grief and transition in unique and often unpredictable ways. The focus in helping individuals navigate change might be most productive if the focus is also on understanding themselves and their own uniqueness, as well as comparing their progress along a conceptual change curve.
A useful approach to navigating change for an individual is as follows:
- Understand the nature of the change, clarifying the reality of the change and what it means for you in terms of the transition required
- Understand the change curve and the transitions model and how that applies to you
- Understand yourself with the aid of the Insights Discovery Personal Profile. From this comprehensive outline of what you are like and what your preferences are, what do the various pages – strengths and challenges, communications, how to manage you, value to the team etc – tell you about your reactions to change
- Reflect on what you need to focus upon and plan actions in the following three subsets of skill:
Knowledge – I understand, Capability – I can, Willingness – I want to.
Foster team collaboration and trust
While supporting individuals is crucial, change is ultimately a team effort. Teams need to function cohesively to make transitions smoother for everyone involved. Ultimately, teams that come together, support each other, and align on shared goals are better equipped to handle periods of uncertainty.
Create a collaborative mindset:
In times of change, collaboration becomes essential. As a leader, encourage your team to come together, share ideas,
and problem-solve collectively. A team that collaborates openly is more likely to find innovative solutions and navigate transitions smoothly. Facilitating regular team discussions or brainstorming sessions can foster a culture of collaboration.
Build trust and psychological safety:
Teams thrive when there is trust and psychological safety – an environment where employees feel comfortable speaking
up without fear of judgement. Especially during periods of change, creating this kind of supportive culture allows team members to express concerns, share insights, and try new approaches without feeling vulnerable.
Share purpose and goals:
Having a clear, shared purpose is vital for teams navigating change. When everyone understands the broader vision
and their role in achieving it, change becomes less about disruption and more about progress. Leaders should ensure that the team’s goals are aligning and that everyone is working towards a common objective, providing a sense of stability amidst uncertainty.
The role of leaders in managing change
Leaders play a crucial role in how change is perceived and experienced by individuals and teams. Their ability to guide, support and communicate clearly is essential for fostering a positive, productive response to change.
Lead by example:
Leaders set the tone for how change is handled within an organisation. By modelling the behaviour, they expect- whether that’s remaining calm under pressure, demonstrating adaptability, or staying optimistic – they create an example for others to follow. When leaders approach changes with confidence and composure, it inspires others to do the same.
Communicate transparently:
Communication is one of the most powerful tools leaders have when managing change. Being transparent about what’s happening, why it’s happening, and how it will impact the organisation helps to reduce fear and uncertainty. Consistent, honest communication builds trust and keeps everyone aligned with the larger vision.
Empower others:
Effective leaders don’t just manage change – they empower others to take ownership of it. By delegating responsibilities, providing resources, and encouraging autonomy, leaders help individuals and teams feel more capable and confident in navigating transitions. Empowering others creates a culture where everyone feels involved in shaping the future.
Addressing the topic of change requires a multifaceted approach that involves individuals, teams, and leaders. When each group plays its role – whether it’s through personal resilience, team collaboration, or strong leadership – change becomes less overwhelming and more manageable.
As you think about your own organisation, consider how you can better support individuals in building resilience, foster teamwork in times of transitions, and create leadership that guides with transparency and empowerment.
Change is inevitable, but how we handle it is what truly makes a difference.
