How can you build a team that adapts to change and uncertainty?

2 Encourage learning and feedback

Another way to build a team that adapts to change and uncertainty is to foster a culture of learning and feedback. Learning is the process of acquiring new knowledge and skills, and feedback is the information that helps you improve your performance and behavior. When you encourage your team to learn and give feedback, you help them develop a growth mindset, which is the belief that they can improve their abilities through effort and challenge. A growth mindset enables your team to embrace change and uncertainty as opportunities to learn and grow, rather than threats to avoid or fear.

4 Empower autonomy and accountability

A fourth tip to build a team that adapts to change and uncertainty is to empower autonomy and accountability among your team members. Autonomy is the freedom and responsibility to make decisions and take actions, and accountability is the willingness and ability to answer for the consequences of your decisions and actions. When you empower autonomy and accountability, you help your team develop a sense of ownership, initiative, and self-confidence. You also help them adapt to change and uncertainty by giving them the flexibility and trust to respond to changing situations and expectations.

5 Celebrate successes and failures

A fifth tip to build a team that adapts to change and uncertainty is to celebrate successes and failures with your team. Successes are the achievements and results that you and your team accomplish, and failures are the mistakes and setbacks that you and your team encounter. When you celebrate successes and failures, you help your team recognize and appreciate their efforts and contributions. You also help them learn from their experiences, both positive and negative, and use them as feedback to improve their performance and adaptability.

6 Model the behaviors you want to see

A sixth and final tip to build a team that adapts to change and uncertainty is to model the behaviors you want to see in your team. As a manager, you are the role model and leader of your team, and your actions and attitudes have a significant impact on your team's culture and performance. When you model the behaviors you want to see, such as vision, learning, collaboration, autonomy, accountability, and celebration, you help your team adopt and emulate them. You also help them develop trust and respect for you and for each other, which are essential for a resilient and agile team culture.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?