Your colleagues are struggling with change. How can you guide them through the complexity?

In today's time when attention span becoming less, the intent to give proper listening is the right start. The moment we don't listen to answer the already framed points, the self given pause and listening actually gives perspective on the topic and the individual from where one is coming.

Change is not a once off event. It is only the magnitude of it that varies. If you are not changing you are NOT growing. Creating a deliberate space in your culture for candor which implies safety for honest expression is the bedrock for managing the consistent change teams are faced with.

Share the vision. Be succinct, courageous and passionate about the change you want to lead. Be creative in how you share the vision. Launching a new school strategic plan we asked our youngest students to write and illustrate 4 short stories to articulate the 4 strategic pillars of our new plan. We published their 4 stories into high quality books and used these to share the new vision with board, staff, students and the wider community. The impact was profound and the strategic pillars articulated in a way which was indelible.

The one constant in our business is change. The feedback to HR from managers has been that their teams are not performing as they should. On exploring the challenges, we find that our managers are often making assumptions vs communicating their expectations. HR gets involved in face-to-face engagements with team members and managers to understand challenges and to clearly communicate expectations. This has made a significant difference in delivery on the requirement and team engagement.

In the present times, when our attention spans have dwindled and we are 24x7 glued to social media, it becomes more important to be present in the moment and be an active listener. Once you are focused on listening, you can better understand the perspective of the other side and reach amicable solutions. #mentoring

When colleagues struggle with change, identifying the root issues is crucial for effective guidance. During a major system overhaul in one of my projects, I noticed resistance due to uncertainty and lack of clarity. By conducting one-on-one discussions, I was able to pinpoint specific concerns—whether it was about unfamiliar technology or fear of increased workload. Implementing the Kotter’s 8-Step Change Model, I addressed these concerns by providing targeted training sessions and clear communication on the benefits of the change. This approach not only eased their transition but also fostered a more adaptive mindset. For further reading, "Leading Change" by John P. Kotter is a fundamental resource.

Para guiar sua equipe em situa??es de alta complexidade ou mudan?as significativas, comece ouvindo atentamente suas preocupa??es e perspectivas. Depois, ajude-os a identificar os desafios específicos e divida o problema em partes menores. Mapeie onde as dificuldades se concentram e priorize as a??es necessárias. Envolva-se ativamente na solu??o, oferecendo suporte contínuo com orienta??es práticas e feedback frequente ao longo de todo o processo. Mostre que a mudan?a é uma jornada conjunta.

As Chairman of the Career Development Centre, I recognize that after listening to colleagues, the next crucial step is to help them pinpoint specific issues related to the change. Breaking down the change into manageable components and identifying where they encounter challenges allows for a more focused and effective response. Whether the change involves new technology, processes, or organizational shifts, understanding these details enables tailored guidance and targeted support. This approach not only addresses immediate concerns but also empowers colleagues to adapt more effectively, facilitating a smoother transition and fostering a culture of resilience.

After listening to my colleagues, I find that breaking down the challenges they're facing into manageable pieces is key to effective mentoring. As a first-gen, Latino PhD in immunology, I’ve seen how complex changes—whether academic, technological, or structural—can feel overwhelming, especially for URM students. By helping them identify specific areas where they feel most challenged, I can tailor my guidance to their needs. This approach has allowed me to support other underrepresented students in navigating their own journeys, offering them targeted support that builds their confidence and ability to tackle change head-on.

issues and/or opportunities? Let's check together. It is not taken for granted that something that looks like an issue is only that.

Setting realistic and achievable goals is crucial during times of change. Clear, measurable, and time-bound goals not only provide direction but also create a structured path for progress. From my perspective as a mentor, it's essential to ensure these goals align with each individual's strengths and aspirations. By doing so, we foster not just a sense of direction but also genuine motivation and confidence. Helping colleagues break down larger changes into manageable milestones can transform uncertainty into actionable steps, ultimately leading to more effective adaptation and personal growth.

Once issues are identified and attended next step is to set the deadline. Deadline is indirect way of giving pressure to employees for achieving target. Give them milestones and final output achievement expectations. Keep telling people that it is difficult to achieve but you know they can achieve. Show confidence in them.

As Chairman of the Career Development Centre, I believe setting realistic and achievable goals is essential for guiding colleagues through change. Clear, measurable, and time-bound goals provide direction and structure, helping individuals manage the complexities of transition more effectively. By breaking down the change into manageable milestones, you create a roadmap that boosts motivation and confidence. This approach not only clarifies expectations but also enables colleagues to track progress and celebrate small victories, ultimately facilitating a more positive and productive adaptation process.

Helping colleagues set realistic, achievable goals is something I emphasize in my mentoring, particularly with underrepresented students navigating the complexities of academia. As a first-gen, Latino PhD in immunology, I understand how overwhelming change can feel without clear direction. By working with students to create specific, measurable, and time-bound goals, I provide them with a roadmap for success. These milestones not only offer a sense of progress but also build confidence and motivation. It’s been rewarding to see how setting these goals empowers them to take charge of their journeys, one step at a time.

Because change is disruptive and can be uncomfortable for many, it is important not to become paralysed by the change itself. One of the best ways to move through the change is to paint a picture of the future state so that the team can understand the vision. Then clear goal setting becomes important - specific, actionable, measurable steps that the team can take together to move closer to that vision.

Providing colleagues with the right resources is fundamental for their success in navigating change. From a mentor’s perspective, it’s crucial to not only offer access to training materials and experts but also to tailor these resources to individual needs and learning styles. Ensuring that colleagues are equipped with practical tools and know-how to apply them can significantly enhance their ability to adapt and thrive. Empowering them with the right support fosters confidence and competence, turning challenges into opportunities for growth.

Besides what was said don’t forget to establish an accountability system or even better: offer to be their buddy in their progress, champion them through their progress. The best established goals can lose their strengths if there is no accountability system.

I believe a huge part of this offering them the resources is also empowering them and supporting them every step of the way. Empowering them in a sense to use the resources provided for them. I have seen lots of teams where these resources are practically spoon-fed but they still fail to change or improve. On the other hand, I have also seen teams who change and improve despite not having those resources. So on top of offering resources, we must also empower them to actually want to change and improve. Once they make the decision themselves, we as mentors/managers should be there to support them.

One of the most important resources is time to consider and listen. Building in opportunities to review and reflect on the status of change through connections is key to reassure that all are on the right track and to assure that all have what they need to achieve the outcomes of the agreed goals.

I always say to the team and to customers, that change is inevitable, but transforation is a conscious choice. Rather than let change happen around you and wait to feel the impact, embrace change as an opportunity to learn and grow. That change in mindset builds resilience and allows you to view change as a positive part of life, rather than something to fear.

A growth mindset also is about tolerating when things don't go to plan. If we don't have the basic building blocks in place for our teams that communicate their value, importance and contribution to the issues at hand, then commitment will be fragile. Recognising and modelling that we all need support at different times in our lives and that this is not a sign of weakness, is key.

Building resilience is crucial in guiding colleagues through change. Encourage them to see challenges as growth opportunities by reflecting on past achievements and reinforcing their adaptability. As a mentor, I believe that nurturing a positive mindset involves not only celebrating successes but also empowering colleagues to view future obstacles as manageable. This perspective not only supports them through the current transition but also strengthens their ability to tackle future challenges with confidence and resilience.

During times of change, it is better to over-communicate. Even if you have no significant update to share, simply allow time and space for people to engage, be heard and voice their needs. Act with empathy and provide as much support as possible until the change is clearer and people feel more confident.

Continuous support is essential for ensuring colleagues feel supported through change. Regular check-ins and ongoing assistance help build their confidence and resilience. From my perspective as a mentor, being a consistent source of guidance not only reassures them during transitions but also reinforces their ability to navigate complexities with assurance. Your active presence and support are crucial in fostering a stable environment where they can thrive amidst change.

Para que un proceso de cambio sea sostenible... es importante hacer el análisis de - ?Cómo estoy ahora? - ?Cómo debería estar? Con base en eso, debemos quitar impedimentos en esa transición del punto A al B

Here are some solutions: 1. Break tasks into smaller steps. 2. Prioritize key areas. 3. Offer clear guidance. 4. Provide support and encouragement. 5. Help them adapt to change. 6. Suggest useful tools or resources. 7. Check in regularly for progress.

In my experience, maintaining steady support for a colleague shows your investment in the relationship as well as builds the relationship. Outside of regular formal check-ins or 1:1s, checking in weekly via email can certainly bolster how supported a colleague may feel. Offering articles or resources as they come across your desk demonstrates mindfulness. Keep the individual in mind as you share and check in. Consistency is key; but it should come from an authentic space. If you're strapped for time and resources yourself, be honest about your bandwidth but offer solutions that may be more time efficient for both parties. Regardless, keep the communication flowing and the feeling of grounded support will follow.