The Change Support System

How do you communicate change? When do you discuss changes that affect your team, and how often do you do them? There are three questions to remember when sharing details about an upcoming change. 

1. What will this change mean to those affected? 

2. Why is the change happening? 

3. What will things look like when the change is complete? 

The primary challenge for most leaders is not the questions themselves, but the necessary shift in mindset for successful change. Transitioning from a negative perspective of 'this sucks' to a more positive outlook of 'this could be a good idea' is a journey. Leaders must find a way to guide their teams through this journey, fostering understanding, acceptance, and ultimately, adoption of the change. 

There are several ways to provide support to your teams. Below are 3 ideas to get you started. 

• Get to Know Your People - Just like every company has a unique culture, every person has different concerns and will process the change differently. To gauge how your team feels, hold feedback sessions and conduct surveys. This exchange will build psychological safety among the team and foster trust with leadership. The interaction will help the team embrace the change with confidence. 

• Communicate the" Why"- Employees need to understand why the change is happening, why it needs to happen now, and even why it matters. Without clarity, uncertainty can lead to resistance. Communicate early and often. And BTW, admitting when you don't know something is okay. No one expects you to know it all. Just be honest. 

• Lead with Empathy - Leading with empathy is not just a strategy, it's a value. Change can stir up feelings of job insecurity or the fear of not being able to adapt. Leaders who acknowledge these feelings help their team feel supported and valued. Leading with empathy means active listening, validating concerns, and reassurance. A simple admission such as, "I know this is a big change; I will do all I can to support you," can work wonders. 

Leadership is an active role that demands strong intent and active listening skills. To effectively support a team through change, your presence is crucial. The best practices outlined above are not a one-time checklist. Your team members may require different forms of support at different stages, making constant and evergreen interaction essential. Maintaining a robust support system throughout a change initiative can help your team and foster the trust that can turn skeptics into advocates. 

Question: How do you support your team?