How to adapt and lead through change
Image from Favim Kaiserr
We all know that change is inevitable. After all, without change and innovation, many of us wouldn’t have our jobs! However, there's a stark difference between the concept of change and the reality of it, especially when it catches us off guard.
When unexpected disruptions affect your part of the organisation - such as mass layoffs, management reshuffles, new technologies or sudden market shifts, affect your part of the organisation - you and your teams can be left grappling with uncertainty and a host of difficult questions:
Is all the work that we’ve been doing worthwhile?
Is there more change coming, or can we get back to operational norms?
Do we move forward? How?
These questions are natural and reflect the deep impact such changes can have on your morale and sense of purpose, as well as everyone around you. Here are a few things to keep in mind as you’re processing the change for yourself and your team:
Reflection: Acknowledge the Impact
Change is a constant, but that doesn’t diminish its significance. It’s essential to acknowledge the emotional and psychological impact it has on you and your team. Sometimes, this means giving yourself and those around you the time and space to grieve for what’s no longer on the cards, despite a lot of work, energy and emotion.
Recognise the Emotional Toll
Change can be especially jarring when it contradicts your expectations. Often, there’s a prevailing belief that "this happens to someone else, not me." When it does happen to you, the disconnect between expectation and reality can be profound. Recognising this emotional toll is the first step in moving forward.
Accept the Continuity of Change
Change will continue to occur. Just as after an earthquake there are aftershocks, the initial disruption is often followed by further changes. Acknowledging that more change may come helps prepare you mentally and emotionally for future adjustments.
Realise Your Lack of Control
One of the hardest aspects of unexpected change is the realisation that you’re not as in control as you thought you were. This can be unsettling, but it’s a critical step in adapting to change. Accepting this lack of control can free you to focus on what you can influence, allowing you to respond more effectively to new circumstances. I’ve written about the Sphere of Influence as a tool to use at times of change to help you and your teams reflect on what really is in your control and what is outside of it.
Action: Building Resilience and Adaptability Amidst Change
Building self-awareness about what unexpected change means to you and those around you is crucial. But awareness alone isn’t enough. You need to take actionable steps to foster resilience and adaptability within your teams.
Create a Sense of Agency
When change feels overwhelming, it’s easy to feel powerless. As a leader, it’s your role to create a sense of agency for yourself and for yourself and your team. Having agency means feeling empowered to act independently and make choices despite the changes happening around you. For example, with agency, you can redefine roles, set new goals, or find small wins that restore a sense of control and purpose.
Shift Your Mindset on Planning
Plans should be seen as adaptable frameworks rather than rigid blueprints. Encourage your teams to adopt a mindset that values flexibility and agility. This means planning with the understanding that adjustments will be necessary as new information and changes arise.
Establish an Operating Rhythm
Creating an operating rhythm that allows for regular check-ins and adjustments can help you maintain momentum and ensure alignment. Here are some strategies:
Strategy Cadence: Regularly review your strategic objectives. Whether quarterly, trimesters, or semi-annually, these reviews ensure that your strategy remains relevant and responsive to changing circumstances.
Retrospection: Incorporate retrospection into your routine. This includes evaluating your strategy (is it still relevant?), projects (do we need to re-align our efforts?), and team dynamics (how are we doing as a team?).
Continuous Learning: Integrate continuous learning into your operating rhythm. Encourage your teams to reflect on what they’ve learned from each experience and how they can apply these lessons moving forward. This approach not only builds resilience but also drives innovation.
Adapting to change when it’s out of your control is no small feat, especially for leaders like you guiding your teams through unexpected disruptions. By acknowledging the emotional impact, fostering a sense of agency, and embracing adaptability, you can navigate these challenges effectively. Remember, in the face of change, it’s not just about surviving – it’s about thriving and leading your teams to new heights. This journey of adaptation will not only help you maintain stability but also empower you to seize new opportunities as they arise.
Take the Next Step
If you’re ready to lead your team through these turbulent times with confidence and resilience, consider partnering with an experienced coach. Whether you need personalized 1:1 coaching or a tailored organizational program, I’m here to help you and your team navigate change, build adaptability, and achieve your goals. Let's work together to create a roadmap for success in the face of uncertainty.
Contact me today to schedule a consultation and discover how we can work together to thrive amidst change.
