We all know that change is hard, even when it is good. As a leader, learn how you can support your team in making a transition.
I started tennis lessons this summer. While I am moderately athletic, there is no hiding my beginner status after seeing my baseball-style swing and extreme lack of precision, which leaves the direction of the ball to anyone’s guess.
When the coach told me to adjust my grip and follow through with my swing over my left shoulder, it felt awkward and uncomfortable. I tried to be a good student, but I reverted to what felt natural before long. I know logically that I’ll have to change what is comfortable to build the muscle memory that will allow me to get decent at this new sport. But logic doesn’t always help me to make the change.
Sound familiar?
As leaders, we ask our team members to change as a normal part of the job. When adopting new technology, assigning new responsibilities and team configurations, and transforming processes, we explain the rationale, form the guiding coalition, build the plan, and communicate the change. These steps are critical, but how well do we facilitate the emotional side of change?
Consider these 4 steps to support your team in making your organization’s next change.
- Name the Loss – All change requires letting go of something, whether big or small. As a leader, we can help our teams move forward by acknowledging what will be left behind.
- Clarify What Will Remain the Same – Change, especially at a large scale, can be disorientating because it is unknown. Reinforcing the things that will not change provides a solid ground for employees to stand on while navigating the new terrain.
- Give Agency Where Possible – Change becomes more difficult when it happens to us. We have minimal control and face increased vulnerability. As leaders, we can reduce this discomfort by inviting individuals to participate in shaping the change, where possible. When this is not possible, give employees as many options as possible as you walk through the change.
- Coach Towards Resilience- We all know that change can be difficult. Leaders can help build more resilient employees through coaching them to expect change and equipping them with strategies to navigate it when it comes.
Change will almost always be difficult at first. That’s normal and okay. As a leader, you have the unique position to help your team hold the big picture and the day-to-day details of that change. As you guide your staff through the tactical change process, make sure to create space for the emotional side of change. Your team won’t forget it, and this change will have a better chance of sticking.
