Daria“I have some updates for you. A new system is being introduced / there will be an organisational restructure / we are moving offices / we are merging with a different company” [select an option] Sounds familiar?
What’s emerging from various think-tanks and probably your own office is that change is constant. This concept is gaining momentum right now. The idea that ‘once this change is done that’s it – it will all be calm’ is a thing of a past.
So if change is inevitable and there is no break from it, how can you help and lead your team through changes that are happening or are about to happen?
“I don’t like the sound of this change”
Most change feels uncomfortable. Sometimes it feels scary. It’s worth noting that not all change brings bad or unwanted outcome – think of a change that you felt excited about and the outcome was exhilirating!
Needless to say, nearly every change that happens in an organisation brings about some degree of worry. If done right, the people who are impacted by the change will feel involved in co-creating it. Fortunately, this happens now more and more often.
Your team will need you more than ever during the times of change. They will need your leadership, your level-head approach, and communication channels that allow for open – and sometimes difficult – conversations (we covered difficult conversations in other posts – have a look).
Otherwise, there is likely to be some – or a lot of – disappointment, anger, disengagement, to name a few consequences. And you don’t want that.
What you do want to achieve with your team is a feeling of “OK, I can handle it. I understand it. I know how to approach it”. The aim is to move from “I don’t like it” to “I get it, I can do this”. And if you get a dose of enthusiasm as well then you’re totally winning.
So how do we get there? How do you take your team through changes that are happening or are about to happen?
“I need all the information you can give me”
Your team will be looking to you to provide as much information to them as possible about the occuring changes. Our brain likes information. It makes it feel calmer. Information helps with not blowing things out of proportions. On the other hand, lack of information leads to our brains filling in the gaps themselves. And often filling the gaps with the wrong data.
However, often you as the leader are at the very end of the information chain. And to make things more difficult, the information you receive is scarse and patchy.
Good news – there is a way forward. You can help your team, and yourself, through the changes by being clear with your team on these three aspects:
- What you as the team lead and as the team can control
- What you as the team lead and the team can make decisions about
- And what you as the team lead can communicate at any given moment
Make sure you establish these points and expectations with your team from the very beginning. Being consistent will help during the unpredictable and uncertain times (we talked about Consistency as your superpower before!). While everything may feel like a never-ending whirlwind, your catch ups and predictable content of them will be a safe haven for your team.
Important tip – make your catch ups regular. Agree on one day in a week or month that you always provide updates on the initiatives or changes that your team is most impacted by. Stick to it, unless there is something urgent that your team needs to know about. Similarly, the regularity will help with setting up a pattern that will bring calm in the storm.
“OK, I get it. It doesn’t sound as bad as I initially thought”
Most change is tiring or not too welcome. I’m sure that if you’ve said to your team “My update today is that every one is getting a payrise”, not a single person would be upset about this kind of change. We’d love to bring such news to our folk, wouldn’t we?
It is therefore even more crucial to work with your team through the changes. And while a lot of the change initiatives feel like we have no control over them, there is actually quite a lot that you as a team lead can do.
Be consistent
Establish with your team what you will cover in your updates and don’t stray from that agreement.
Be regular
Agree on a day when you share the key updates. Super important: even if you don’t have much to update with, still stick to the agreement. No or little news is better than no update at all. Be clear why you have no update to share, and what will happen next in that case.
Be as honest as you can be
There is a fine line between sharing the info you know and sharing the info your team needs. What helps enormously is knowing your team well. Just because you know something doesn’t mean that your team needs to know it – or needs to know it immediately. BUT never lie. Your team will be able to see through it and trust me you are not likely to recover from it. Be honest what you know – make a judgment call whether to share everything with your team though.
There is a brilliant article by World Economic Forum on the qualities of leaders that are needed in today’s – forever changing – world. Have a look. WEF lists curiosity, resilience, but also compassion and courage as qualities leaders need to exhibit.
Helping your team through changes is one of the crucial responsibilities of a team lead. Have a think what helps you when a change is happening. Discuss the situation with your team, and establish an arrangement that suits your team and the circumstances. Don’t assume everyone will be fine. Be the leader that recognises change can be difficult, and help make it less so. You’ve got this!
Feature image by Javier Allegue Barros on Unsplash
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