In 2024, almost every organisation we work with is undergoing rapid and significant change.
Global organisational restructures; major industry shifts in response to AI and new technologies; adapting to social trends of hyper-connectedness, loneliness, or political instability - it all adds to the challenges we face.
And of course, as Global Warriors facilitator Jon Hill recently shared, it all takes place against a backdrop of “the perpetual change of having to do more with fewer resources - both in work and outside of work.”
We talked to Jon to gain his insights into the challenges we face in an environment of change, as we gathered the seven skills we consider essential for leaders to master.
Most importantly, we’re champions of seeing change not as a distraction or disruption to “business as usual” but as an integral part of the dynamic, living world we exist in.
In Jon’s words, “Almost no growth takes place without change. However, it can also be something that drains our resources. It all depends on how we approach it.”
1. Create safety
Jon’s worked with hundreds of individuals experiencing change at work. In his experience, “The biggest challenge around change is stepping into the unknown. Leaving the familiarity of the status quo - even if it is not a particularly pleasant one - and having to endure the uncertainty of something new.”
As a leader, it’s crucial you can tap into your own feelings around change, and create a psychologically safe space where people feel able to be open about the vulnerability, confusion and doubt it brings.
When you’re able to fully experience your own responses, you’ll be better able to really listen to the fears, concerns and resistance of others. This isn’t to say that we should allow our fears and anxiety to take over. But listening actively, and being able to show genuine concern for employees' experiences, is what will forge a genuinely connected and supportive environment.
2. Know how to manage your state
Even when change is something we’ve chosen (like a promotion, or new house), there's always a layer of stress when we step into new circumstances. Familiar routines allow us to conserve energy and “switch off” some of our decision-making - conversely, periods of change require a level of alertness and adrenaline that’s physically as well as mentally taxing.
Being able to manage your nervous system or state helps maintain your well-being and thrive, even in turbulent times. The most effective leaders not only model this, but create a context where their teams are able to regulate their own states as well. Encourage healthy work habits, provide resources for mental health support, and lead by example by taking breaks, managing your own stress, and protecting a work-life balance that allows you to thrive.
3. Communicate transparently
Jon notes that in his experience, “the biggest challenge people feel around change is that it sometimes happens for its own sake - not change for a particular reason that they can see, but change to create a sense of progress or momentum”.
If your employees don’t understand the reason behind a change, or question the narrative they’re given, trust and collaboration quickly deteriorate.
Open and honest communication builds trust, especially during uncertain times. Keep your team informed about changes and, whilst it’s important to show empathy, don’t try to play down or hide the impact. Treat teams with respect, and allow them to see the often difficult decisions being made.
4. Find the "why" - and share it
The best leaders understand that change is always part of a bigger story - for the organisation, for the individual, and the team. This means being able to tap into not only what is happening, but the reason behind it.
This capacity to go a layer deeper is essential for leading with empathy and creating a positive workplace culture during change.
One of the key ingredients Jon’s noticed when facing change is to identify “A sense of purpose behind the change. This might be a purpose conveyed by those outside me who are pushing the change. Better still is finding a way of putting the change into the context of my own sense of purpose: why is this happening? How do I want to engage with this change? For what would it be worth embracing the uncertainty of this change?”
5. Foster a culture of resilience
Don’t wait for a crisis to strike before starting to talk about resilience, wellbeing, or responsiveness. Building resilience within your team helps them navigate change more effectively.
Incorporate wellness initiatives that strengthen both physical and mental resilience, and encourage a growth mindset to adapt to new challenges. When people are prepared for small changes, they find it easier to approach bigger disruptions. And they’re prepared for change to be a continuous process. “Successful change is a process you have to go through, rather than a thing that just happens.”
6. Encourage collaboration and support
In a changing environment, teamwork and mutual support are vital. Promote a collaborative culture where team members feel safe to share ideas and rely on each other, enhancing both productivity and well-being.
In a landscape where change is always happening, bonds between people can bring an essential sense of stability.
“Sometimes turmoil and the adrenaline that comes with it can push us to greater heights. However, it can also cloud our thinking and negatively effect our energy. And this will definitely happen if all we experience is change, without at least some moments of stability.”
7. Invest in continuous learning
Ongoing learning is key to staying adaptable and innovative. Provide opportunities for professional development that include training on empathy, wellness, and leadership skills, ensuring your team is equipped to thrive in a changing landscape.
These tips help leaders navigate change with a focus on developing a growth mindset for both themselves and their teams, creating a more resilient and supportive workplace.
At Global Warriors, we’ve developed a Leadership Development Program designed specifically to support senior leaders and executive during times of restructuring and organisational change. Our program empowers leaders with the skills to navigate uncertainty, maintain team cohesion, and drive growth, even in the face of significant shifts.
If your organization is undergoing or anticipating change, click here to get in touch and discuss what support we could offer you.
