Leading Through Change: Guiding Your Team with Purpose and Resilience
Do you remember the last time you played “Bob the Gopher?” One of our teams did last year’s holiday celebration at a pizza parlor/arcade game center. Before I knew what was happening, one of my employees armed me with a plastic mallet, and I found myself trying to hit “gophers” that kept popping up faster and faster while all our team members gathered round, laughing at my slow hand/eye coordination. Change can often feel like a game of “Bop the Gopher.” As soon as you think you’ve managed one challenge, another one pops us. Leading during change is similar: you’re constantly adapting to shifting priorities, calming anxieties, and keeping the team moving forward despite the unexpected.
As leaders, our role is to help our people navigate this unpredictable “game” and make sense of the shifts happening around them. Here are a few best practices that you and I can adopt to effectively guide our teams through change.
1. Communicate the Why, Not Just the What
People need to understand not only what is changing but why the change is happening. Fellow leader, when you and I connect change to a larger purpose, it creates a sense of meaning that can alleviate resistance to new ideas or processes. During the days immediately following our Covid shut-down, my managers and I started operating with the principle of “Confident Uncertainty” – we aimed to paint a vision of the future that helped our people look past the immediate disruption and focus on the potential benefits and growth that can come from change.
2. Create a Safe Space for Questions and Concerns
Change often breeds uncertainty, and with uncertainty comes fear. As leaders, we need to provide an environment where team members feel safe to express their concerns and ask questions. By validating these feelings, we demonstrate respect for their perspectives. This approach not only builds trust but also opens up opportunities to address misunderstandings and clarify objectives.
3. Break Down Big Changes into Small Steps
Big changes can feel overwhelming, so breaking them down into manageable steps allows people to adjust gradually. The concept of “starting slow to go fast” can be highly effective here. Leaders can set small, achievable milestones that build confidence as the team progresses. This approach reduces the intimidation factor and allows for small wins, keeping morale high along the way.
4. Model Resilience and Adaptability
In times of change, teams look to us as leaders for cues on how to respond. Leaders who exhibit resilience, even in the face of setbacks, provide a powerful example. This is where Jim Collin’s “Stockdale Paradox” can be especially helpful: balancing optimism with realism. You and I need to be honest about the challenges that come with change while reinforcing the belief that, together, our teams can overcome them.
5. Build a Strong Sense of Team
During change, leaders can foster unity by emphasizing the importance of teamwork. This might mean celebrating accomplishments together or showing appreciation for everyone’s efforts. Leaders who focus on community help to reduce the isolation that often accompanies change.
And that brings me back to my failed attempt at “Bop the Gopher” – laughing with the team, celebrating the good things and enjoying time together created a stronger bond.
Fellow leader: which of these five best practices do you need to be more purposeful about?