Whether it’s within the workplace or in our personal life, change is inevitable. The pandemic has highlighted the importance of adaptability and how integral it is for businesses to be setting themselves up for a stronger response to change.
No matter what your role is within the workplace, uncertainty and change can be pretty unsettling. According to Deloitte’s European Workforce Survey, 40% of employees found it difficult adapting to COVID-19–related changes in the workplace. Although the importance of adaptability has increased within the workplace, adjusting to a new norm isn’t a skill that comes naturally to most of us.
Change the way we think about change
Change is a strategy we implement when things aren’t working so well. It’s a way for us to course correct and it provides us with an alternative to reach a desired outcome. Becoming aware of the way you think about change and how you describe it to others is paramount in your ability to successfully lead change. If changes are only discussed when a crisis is taking place, it’s no surprise that any time a change is being implemented that others might find themselves on edge. It’s so important to reflect on the way you articulate change, and to have regular conversations about adapting to new opportunities and ways of thinking. This not only encourages a growth mindset, but it reinforces that change doesn’t have to be a negative thing.
Leading People Through Change
Everyone reacts differently to change, and the way our leaders approach change can trigger a range of reactions. As a leader, the importance of managing the reactions of others is crucial. Effective leadership is essential for successfully navigating change, and to be an effective leader in the face of change, you need to be able to empathise with others and the way they process change.
Understanding how others react to change
The Kubler-Ross Change Curve describes the emotional changes people go through when they’re presented with change. This change curve shows us that many people approach change in the same way that they cope with grief, and it’s a great tool to help you as a leader to support others in navigating change. Change can be particularly traumatic for some people, and leaders need to do everything they can to fully recognise and legitimately minimize the sense of shock, denial, anger and fear of people as they find their feet in what is essentially a new world.
Top Tip for leading change well:
Be clear on the why and involve others in developing a solution
It’s your job as a leader to be transparent and communicate the need for change, but it’s important to articulate this based on the needs of your team. Then communicate it constantly and consistently.
Once we’ve helped others understand why a change is necessary, the next step is to encourage participation. This is where openly discussing both the benefits and concerns of the necessary change is going to help others begin to ‘buy in’ to the transition. By sharing the benefits of the change, you can transform some of the resistance that may be experienced by your team and encourage participation towards the desired outcome.
How do you adapt and lead yourself through change
The ability to remain flexible and adaptive in the face of change is not an easy feat! Some handle it better than others, but there are many things you can do to support yourself in times of uncertainty. Develop your own strategies to deal with frustrations and challenges that arise when circumstances change. Focusing on what you can control and staying grounded in the things that make you feel your best will help you feel in control of the perceived uncontrollable. Try focusing on the intended outcomes of change, and reset and align your priorities and tasks to minimise any upheaval.
While change can be intimidating, we can either resist it or adapt. The ability to adapt and cope with change is like a muscle, the more we practice feeling comfortable in the face of uncertainty, the more confident we become in our ability to overcome challenges. When you learn to accept and embrace change, uncertainty will start to present itself as an opportunity for growth.
Ngā mihi nui
Mel Beirne
Mā te huruhuru ka rere te manu (with feathers a bird can fly)
