Here's how you can navigate others through change with resilience and adaptability.

Embracing uncertainty is vital when traversing change, for as the saying goes, 'Change is the only constant.' While change can feel overwhelming, it also brings opportunities for growth, innovation, and new horizons. As leaders, it's essential to acknowledge the discomfort that comes with uncertainty while also emphasizing the potential positive outcomes it can bring. By promoting open and transparent communication and providing a safe space for dialogue, we empower our teams to traverse change with resilience and adaptability. Let's lead with vision, transparency, and empathy as we journey through uncertainty together."

Uncertainty is unsettling. Human beings like certainty. We like to know. We like the predictability because it increases our chances or survival. Just saying "embrace it" is not helpful. Saying it does not make it so. One way I would help someone to "embrace uncertainty": - Visualise a point of time in the future, when things are more settled. What might that look like? - What are some things you know then (future) that you do not know now? - From where you are today, how would you go about acquiring this information or knowledge?

Start by creating a compelling vision that engages not only the heads and hands of the organization but the hearts (easier said than done). Recognize that change can be unsettling for individuals and teams by openly acknowledging the change and its potential impact. Validate any concerns or anxieties team members may have. Offer support and resources to help individuals cope with the change incl. training, mentoring, or coaching services. Create a supportive environment where team members feel comfortable seeking assistance when needed as change can be a very individual experience. Learn and iterate. Use regular employee feedback through listening journeys to make adjustments and ensure future changes are managed even more effectively.

Continuing from my point in (1): - With your team, talk about what possible scenarios might develop from the current situation. - As a team, how you might prepare for some of those scenarios? What would you need to prepare as a team, and what skills would individuals need to develop? - You cannot prepare for all scenarios. Talk about potential risks and mitigation strategies. - List down actions you will take as a team and as individuals e.g learning activities, more workshop discussions, engaging stakeholders, individual learning & development plans, resources required (people, financial, technical).

If you have taken the steps I suggested in (1) and (2) above, you would already have opened the door to collaboration. To embed collaborative behaviours and practice is an intentional and ongoing practice. A simple mechanism to use is simply to schedule in regular time for the time to regroup, review, re-engage. Build in accountability by having each member set goals or make commitments on what actions they will take by when. These are part of agile principles. Even before the agile trend, this was basic professional integrity - say what you will do and do what you say you will do.

One effective way is to INCULCATE A CULTURE OF GROWTH MINDSET within your team. This is super important because they need to manage their PROFESSIONAL PERSPECTIVES appropriately (e.g. is the glass half full or half empty?). When change occurs which demands a great deal of POSITIVE & PROGRESSIVE attitude, they need to have the ABILITY & MENTAL AGILITY to pick themselves up & bounce back, time & again. They may falter & fail to grasp the rigour of change management. But if they adopt & practise the WHY NOT mindset, this would strongly ENHANCE their change readiness, FULLY REAPING all POSITIVE BENEFITS as soon as practicable. As an effective change leader, you MUST: * SHOW THE WAY, * PRACTISE WHAT YOU PREACH, * WALK THE TALK day in day out.

Navigate others through change with resilience and adaptability by fostering open communication, empathy, and a growth mindset. Lead by example, demonstrating your willingness to embrace change and learn from setbacks. For instance, during a company restructuring, provide support to colleagues by actively listening to their concerns and offering guidance on coping strategies. Encourage collaboration and empower others to contribute ideas for navigating through uncertain times. By cultivating a culture of resilience and adaptability, you can inspire confidence and help others thrive amidst change, ultimately fostering a more resilient and agile organization.