What do you do if your team's emotions are running high during uncertain times?

Distinguish between feelings and opinions. Feelings are more about emotions and opinions are perspectives about those feelings. Both have a place in employee change management communications and experiences; however, they should be addressed differently. Feelings are feelings, they are less in our control. Opinions can be used to optimize the change management plan, or change communications can positively impact unproductive opinions or opinions that are based on mis-information.

To create a safe space for others we should first have empathy towards self first. Those who have not received it can never give it.

We should constantly be checking on the sea of emotions within ourselves, our team and amongst our community of stakeholders. Including our self and our team, a critical daily habit is to be sensing the energy across our entire ecosystem. Our emotional state, mindsets, words we use and our actions have energy. It can ripple in from the outside, beyond our team or begin from within and ripple out. In fact, a team's energy is most often a reflection of their Leader. Make it OK to be honest and acknowledge one's own feelings, including your own - with "NO DRAMA" and "NO BLAME" clauses. Be a role model showing self-awareness and self-reflection is a critical habit for success. If we rally together, it's easier to "stay calm and carry on".

Leaders must be realistic and recognize that change will surface valid reactions from their team. I'd say, start with validating the feelings and help the team recognize how the nature of the situation will provoke possibly some strong feelings. What are some healthy ways to redirect those emotions and address the real concerns? We are human after all. A person wants to be validated, and we show empathy by acknowledging the humanity in another person. This is a good opportunity to build trust with your team.

During uncertain times when emotions are running high, prioritize open communication and empathy. Create a safe space for team members to express their feelings and concerns. Listen actively and validate their emotions, showing understanding and support. Provide clear, transparent information about the situation and any organizational changes. Offer resources for managing stress and encourage self-care practices. Foster a sense of unity and resilience within the team, emphasizing that you're all navigating challenges together.

It is important to acknowledge that it is an uncertain or difficult time, & that I understand why team members might have concerns, or be feeling anxious or upset. In the past, when I have been in this situation myself, I have found comfort when others also share their concerns… it provides a sense that one is not alone. If I have the information to allay team members’ concerns, I would share it with them to provide comfort & a path forward. If I do not have that information, I would share with them how I plan to address the unknowns. Open, clear communication at all times is key to managing expectations.

During times of uncertainty, when emotions are running high within your team, providing clear and accurate information can be a stabilizing force. Miscommunication often exacerbates stress and confusion, so ensure that all team members have access to the same updates and understandings about the situation. Regular updates, even if to confirm that there are no new changes, can reduce anxiety and speculation, helping to maintain focus and morale.

Es imposible controlar la ansiedad de un proceso de cambio. Aunque esta mejora con mayores rangos de control. Sin embargo, ni si quiera quien lidera el cambio, o lo gestiona, está libre de sentir ansiedad porque simplemente nadie puede controlar profudamente los resultados del porceso de cambio. Esto debiera ser una alerta para que más personas conozcan los objetivos y estado final deseado. Es estratégico, compartir información, con todas las partes interesadas. Si se distribuye la creación de valor en toda la organización se incrementa el interés e impacto positivo, como también el control y la ansiedad asociada. No tengas miedo de mostrar la agenda!

Providing information is crucial when your team’s emotions are running high during uncertain times. Provide clear and concise information that is easy to understand, communicate information in a timely manner to keep your team informed and updated, make information readily accessible to your team members through multiple channels, such as team meetings and emails. By providing clear, timely, and transparent information, you can help alleviate uncertainty and anxiety within your team, fostering trust, confidence, and resilience during challenging times.

Honesty and transparency are important to build trust and prepare your team to deal with any situations in the future. Communicate the facts, and give the best case scenario, worst scenario and the most likely scenario. A well informed staff can make better decisions on how to proceed with work and help work towards the best scenario.

If my team's emotions are running high during uncertain times, means we need to re-visit our shared purpose. As humans we have a natural ability to learn and adapt - especially when aligned to achieve a shared purpose. So I would re-engage the team and refine our shared purpose. This allows us to revisit and refine our respective roles which includes stating clearing the results we each need to ACHIEVE as a contribution to the goals. And what we each need to DO in our respective areas of influence and expertise. A positive habit we embed is to empower everyone in the team to co-create their shared purpose, their respective results (ACHIEVE) and respective actions (DO). This is repeated in 3-month cycles as an iterative ongoing process.

During uncertain times, I empower action within my team by fostering open communication, encouraging initiative, and providing clarity on goals. Leading by example, I maintain a positive attitude and promote resilience. I prioritize well-being, offering support and resources for self-care. Together, we navigate challenges with unity and determination, achieving success collaboratively.

Empower action by fostering open communication and creating a supportive environment where team members feel heard and valued. Encourage individuals to express their concerns and emotions openly while providing reassurance and empathy. Facilitate brainstorming sessions to collectively find solutions and create actionable plans to address challenges. Offer flexibility and autonomy where possible to empower team members to take ownership of their work and contribute to navigating through uncertain times together.

As a leader in change management, find opportunities to delegate control of project components to your team as often as possible. Doing so will instill broader feelings of control and ownership of change, and consequently, mitigate emotional turmoil across the team.

During uncertain times, directly offering support to your team can make a significant difference. Actively ask team members what they specifically need and listen attentively to their responses. Based on this feedback, provide targeted resources and clear answers to address their concerns and requirements. This proactive approach demonstrates empathy and reassurance, showing that you are there to support them, which can greatly alleviate stress and foster a supportive team environment.

Offering support is essential when your team’s emotions are running high during uncertain times. You can effectively offer support by; taking time to check in with each team member to see how they’re feeling and coping with the situation, offering reassurance and encouragement to your team members, providing practical assistance to help ease off any stress your team members may be experiencing, and encouraging your team members to prioritize self care and well-being during times of uncertainty. By offering support to your team members during uncertain times, you can help alleviate stress and anxiety, foster resilience, and strengthen team cohesion and morale.

Support can come in many forms. Not every team member is the same, and they don't all deal with stress and frustrations in the same way. Some team members may need more information, while others might feel overwhelmed by the information they have been given. In the same way, one team member might work through stress with outward communication, while another might reflect and process internally. The leader is responsible for supporting each team member in the way that is beneficial to them. That does not mean that the leader knows all things or should intuitively understand each team member’s situation. This understanding comes through actively pursuing team members to better understand what makes them tick.

Most of the time, lending an ear is all that is needed. Create a supportive space for open dialogue. Take the team out for mini-celebrations to acknowledge progress. Appreciate them for past achievements and how they've overcome hurdles with teamwork.

Keep the conversation going. Change is not a linear process and the emotions related to it also morph over time. Tools and approaches that worked at one stage of the change process may no longer make sense later. It is important to remain close to your team and be sensitive to those fluctuations in emotions and attitude. Thus you can adapt the support you provide to them to the needs they have in any given moment.

Finding calm amidst the storm of change requires anchoring oneself in steadfast principles while adapting to the tempest. Like a seasoned captain batten down the hatches in rough seas, focus on actionable steps for safety. Embrace uncertainty, prioritize clear communication, and empower the team with a sense of purpose. By staying resilient and leading with confidence, one can navigate the tumultuous waters of change, ensuring the security and well-being of all aboard. As the leader, your team will look to you as the example. How you communicate and carry yourself, can either send a message of confidence amidst uncertainty, or panic. Be a lighthouse. A beacon to remind the team that they are safe, and the team is on track.

During uncertain times when team emotions are running high, it's essential to prioritize communication, empathy, and problem-solving. Hold team meetings to openly discuss concerns, provide reassurance, and encourage collaboration. Implement stress-relief activities, offer support resources, and foster a positive work environment to help alleviate anxiety and boost morale. Let's consider an example of a tech-driven insurance company streamlines claims processing through AI algorithms, offering personalized risk assessments and tailored coverage plans. Clients access a user-friendly platform for quick claims filing and real-time assistance, enhancing customer satisfaction and efficiency.

It's also important to shift the team's focus to controllable tasks and projects. Set realistic goals to manage overwhelm and pressure. Organize meetings and workshops to boost collaboration and morale. Celebrate small achievements to motivate the team. We should be flexible, understanding, and compassionate towards individual challenges. Maintaining clear communication and encouraging adaptability and self-care will sustain morale and leads to team success.