Here's how you can lead and motivate teams effectively during times of change.

Motivating teams through periods of sustained change can be one of the toughest leadership challenges. Experience has taught me: 1. Change "management" is misleading - you can lead & implement change, but change can't actually be managed 2. Embrace change - great leaders show their own willingness to change before asking their teams to change 3. Communicate openly - communicate at the firm, team, and personal levels across multiple channels, especially in-person 4. Be clear - clarity, particularly around expectations, pays dividends 5. Empower your Middle Managers - they can be effective change agents 6. Invite feedback - listen deeply to what's being said (and what's not being said!) 7. Recognise all efforts, even small/incremental changes

Understanding the importance of adaptation can be the cornerstone of your leadership style. Communicate openly and transparently with your team about the changes ahead. Encourage dialogue and feedback to foster a sense of inclusion and shared purpose. Recognize and celebrate small victories along the way to keep morale high. Empower your team by providing them with the resources and support they need to navigate change successfully. Lead by example by embracing change yourself and demonstrating resilience in the face of uncertainty.

In a leadership role, embracing change is essential for guiding your team through transitions effectively. Recognize the challenges and uncertainties inherent in change, but more importantly, highlight the opportunities it brings. Your proactive and positive response to change sets the tone for your team. Demonstrating commitment and resilience in the face of new directions encourages your team to adopt a similar outlook, mitigating fear and fostering a collective confidence. This mindset shift is crucial for transforming potential anxieties into a unified, forward-moving force.

Many leaders don’t realize that their primary role is Change Agent. If you are new to the role, you may have major changes to implement across the three vectors of People, Process, and Tools. If the team is functioning & stable, you may be looking to change on just one of these vectors. But, Change is at the core of what you’ll be leading and learning how to effectively set a clear vision, inspire them that this change will benefit them (the “what’s in it for me” piece), build trust that you are the right leader to get them there, and then execute on that path will all be critical steps. Remember that most people don’t like the ambiguity of what Change may mean for them and so they’re resistant. You’ll need to overcome their fears.

Over-communicating is essential—not just sharing the 'what' but also the 'why' behind decisions. This helps everyone on the team understand the context and the goals. Also, it’s super important to give people time to digest the information and come back with thoughts or concerns. This ongoing dialogue allows us to revisit discussions with fresh perspectives, fostering a deeper understanding and stronger alignment within the team.

An outcome of good communication is an increase in engagement in the change process. It's important to *Expand individual’s ownership of the change *Hasten the change process *Build a critical mass of support *Increase the number of those who support the change. Creating a communication plan is an ongoing process. It starts the day you are first involved in a change effort & continues until everything has been implemented. Communication improves the quality of decisions & the commitment to the effort. Different groups & persons need to be involved in various ways. Communication plan should have BOTH giving & getting information. Deliver info in varied ways-email, meetings,1-1, etc. Create also a plan to gather info via FGD, survey,1-1, etc.

Open communication is foundational in effective leadership, especially during times of change. Maintain transparency about what the changes entail and their potential impacts on the team. Actively listen to your team's concerns and feedback, addressing them comprehensively and promptly. By nurturing an environment where team members feel valued and heard, you strengthen trust and facilitate collaboration. This open dialogue not only aligns the team but also garners valuable insights, enabling you to refine strategies and ensure all team members are engaged and moving toward a common goal.

Communication is the key. In case of changes , if our team is aware of reason of changes along with its benefits, then chances of accepting the change become high. Team should be communicated well in advance.

We've found huge benefits from "Backwards Brainstorming" in change. As leaders, we focus communication on the positive aspects of the change, while our teams are stuck thinking of everything that could go wrong. When you collaborate with your team to list all the possible negative consequences of the change, you get an understanding of what is on their mind. Make sure you don't disregard their concerns. Write them all down without judgment. Then start to ask, "is this likely to happen?" and "what would the impact be if it did happen?" Your team will realize some of their concerns are unfounded, and you'll see some true potential challenges. For those real challenges, you can engage the team in solutions to increase their buy in.

Clear goal setting is pivotal during times of change. Articulate a concise vision of the objectives you aim to achieve and delineate this into attainable steps. This strategy provides your team with direction and a sense of stability amidst change. Ensure these goals are practical and within reach, celebrating milestones to boost morale and motivation. This structured approach helps focus efforts and gives your team a tangible sense of achievement as they progress, crucial for maintaining engagement and momentum towards the ultimate vision.

I asked a seasoned tech founder for some advice about how to think about leading a team during change and uncertainty? He shared that you’re either climbing or dancing. Your job is to figure out which and act accordingly. If you’re climbing, you clearly know where you’re headed with your business/product/offering. Your goal: → Help your team find the next basecamp and then the next and the next until you reach the top If you’re dancing, you need your team to help get somewhere with you - that somewhere isn’t clear. Your goal: → Be crystal clear about your “why.” This will help your team find direction when the product/offering/solution roadmap is unclear. Now, it's up to you to figure out if you're climbing or dancing.

Yes .. clarity of goals is important but it also needs to be supported by other elements of the business. It’s not just about the numbers or deliverables, it’s the intention and motivation that are equally critical as well. Why do the goals need to be achieved ? How are our goals align with our vision and mission?

In times of change, leading and motivating teams is crucial. Set clear goals to provide direction and focus. Clear goals help team members understand what's expected. They can see the path forward more clearly. This clarity reduces confusion and boosts morale. When everyone knows what they're working towards, they're more motivated. People know what they're responsible for achieving. This accountability drives productivity and results. So, during times of change, remember to set clear goals. They'll guide your team through uncertainty and keep them motivated.

ADKAR model can be a framework for understanding change at an individual level—particularly helpful. It focuses on five key elements: Awareness, Desire, Knowledge, Ability, and Reinforcement. By addressing each of these stages, I ensure that my team is not only aware of the changes but also motivated and equipped to adapt. Moreover, I encourage open dialogue, inviting team members to share their concerns and ideas for achieving our goals collaboratively. This fosters a sense of ownership and collective responsibility, strengthening our cohesion as we navigate change together. Ultimately, setting clear goals within a structured framework empowers my team to embrace change with confidence and resilience.

Be transparent with your team about what's happening. Listen actively to their concerns and ideas. Provide clear direction and support to keep everyone focused. Acknowledge and celebrate small wins along the way. Encourage open communication and collaboration among team members. Stay adaptable and responsive to challenges as they arise. Remember, your team's success is your success.

Storytelling is an effective way to support your team when going through change. These stories should resonate with your team. Your team members should be able to relate to the main character(s) of the story. And build the desire to change as a result. Listen to your team. Encourage the team to start the conversation by sharing their experiences. As people share their experiences, listen for who is dissenting or significantly challenged by the change. The voice of the outlier can provide key insights. Ask what-if questions. This encourages people to think boldly. This allows for moving boundaries when continuing to ask what-if questions.

Change management is very crucial and needs to be dealt with utmost care. Employees are not machines, and hence, constantly supporting them by answering their queries in timely manner, constant communication with them will definitely help them to embrace change gracefully.

Embrace the role of a true "Servant Leader" when guiding teams through change. Empower your teams by acting as a facilitator or coach, allowing them to take ownership and lead the change process. Keep the team at the forefront, removing any obstacles and offering unwavering support. Authenticity is key in building trust with your team, so ensure transparency in your actions. Furthermore, prioritize the well-being of your team members. Consider implementing regular "Team Health Assessments" to gauge the team's overall well-being and identify areas for improvement. Openly showcase the actions taken to enhance the team's health, fostering trust and expediting progress in the change environment. You are "Born To Win", let the team embrace it.

Share your commitment to supporting your team throughout the transition process. Lead by example by maintaining a positive attitude and demonstrating resilience in the face of challenges. Create opportunities for discussion and feedback, allowing team members to share their thoughts and concerns openly. Follow-up in a timely manner with much needed resources, support and training to ensure the updates are well-executed and prepared for. Always check in with your team to guage how the changes are impacting their work. Always support them with training, tools and resources to be successful.

Encouraging an open mindset and providing the necessary training to adapt to new environments are pivotal steps. As leaders, we must lead by example, demonstrating flexibility and openness to alternative solutions. This not only sets a positive tone but also reassures the team that adaptability is not just encouraged but supported. When team members see this value in action, they're more likely to embrace change proactively and contribute creatively to overcoming challenges. This approach ensures the team remains resilient and dynamic, ready to thrive in any new situation.

Be clear, upfront, and direct regarding the change process. People function better with safety and security. They want to know where they stand. If that is uncertain or there is vagueness in who they are, their stability, and worth, the change will need more motivation as the uncertainty will heighten. The best approach is to let the team know all updates of the change as they develop. As a leader, I understand that sharing everything prematurely is risky and often prohibited. However, factual information about people's lives, well-being, and financial future is worth it in times of change.

Acknowledging and appreciating efforts, contributions, and behavioral changes are pivotal, especially in a change environment. Recognition should differ from normal situations, with a primary focus on positive behavioral changes, taking ownership of risks etc. It's essential to appreciate progress throughout the journey, not just at milestones, as this boosts team morale. As a leader, your role extends beyond personal recognition to fostering a culture of appreciation. Encourage peer-to-peer recognition, team acknowledgments, and recognizing leadership within the team. Cultivating an appreciation culture becomes a critical success factor for your leadership skills.

We often only recognize efforts that are tied to success. Doing that can unintentionally create a situation in which only high-performers are recognized. Consider how people have exemplified key traits (having each other's backs, encouraging one another, etc) that may be overlooked because they aren't necessarily task oriented. Making a point to recognize these kind of efforts in addition to high-performers will encourage your team to develop healthy habits that foster group success. Once these healthy group habits have been fostered, this will provide a foundation for that team to successfully navigate change.

Change can be exhausting. One way to boost energy and motivation is to celebrate the small wins. Taking time to enjoy getting to the next milestone can be the boost your team needs to keep going.

I never realized how important recognition in the workplace truly is until I had one of my team members who had worked at a renowned corporate company for over 20 years say to me, "My thoughts and perspectives were never valued this much at my old company as they are here." Taking the time to see, hear, and recognize your team members goes a long way. Here's the secret sauce - recognize their ideas even if you don't implement them. As a leader, I realized my team was less concerned if I actually implemented their idea, rather they just wanted to know their voice was heard and their perspective mattered. Isn't that so powerful?

Adaptive, being Encouraging and Communicating with flexibility are the core skills to be an effective decision maker in any circumstance or change around.

Like so many things related to leadership, the context is all-important. Is it rapid change or change over time? Is it a dramatic change or incremental change? Is your team used to change or is it rare that they are asked to change? What kind of buy-in do you have? All those factors will inform how you lead. Do your homework to assess the change because the better you understand it, the more able you'll be to lead your people through it.

Change is exhausting for people when it’s reactive. Over the last few years and moving forward, change is going to be rapid, unpredictable and exponential. We need to create space, time and opportunity for reflection, research and learning. People become sceptical of and negative towards change when they feel that initiatives and systems are done to them, often feeling like it isn’t change but more work on top of what they already do. You need to ensure that change isn’t top down but inclusively discussed, developed and implemented. Finally, in order to develop sustainable models of change you need to create powerful cultures of psychological safety, where people can talk & reflect openly about issues, concerns, strengths & weaknesses.

Absolutely! Communication is key and needs to be clear and consistent from day one. It's also important, if possible, to explain what isn't changing! Many times doing so, as part of clear consistent communications, goes a long way to avoid skepticism and resistance.