In my experience, it is not about the what, but how. How the change is communicated and executed with the team members determines the success or failure. Clear Communication: Share transparent updates on the change, its reasons, and impacts to minimize uncertainty. Active Listening: Hold open forums and surveys to gather input and concerns, showing that each voice matters. Involve in Planning: Include team members in strategy sessions or focus groups to give them a stake in the process. Support & Resources: Offer training, support, and resources to help manage stress and adapt to new roles. Celebrate Contributions: Recognize individual and team efforts in navigating the change, reinforcing their value and morale.

For me, it is honesty! I have found that people may not necessarily like what I tell them, but they very much appreciate knowing exactly what is going on. It allows them to process what they need to process. Additionally, if there is something I can do to make the organizational change easier for them then I do it. The more people feel supported through the change the more resilient they are too the change.

During times of significant organizational change, I prioritize open dialogue to foster a sense of unity. Gathering everyone's thoughts and concerns helps me understand their perspectives and address fears. By actively involving each team member in the transformation process, I create opportunities for contribution and ownership. From town hall meetings to small group discussions, every voice is heard. This collaborative approach helps break down silos and build trust. Together, we navigate the shift, leveraging collective strengths to shape our future. Everyone's input shapes our path forward.

I have seen that communication is the key to ensuring team members feel valued and included during organizational change. It is vital to discuss the reasons and impacts, reduce anxiety, and build trust. We need to listen actively by creating spaces for team members. Ensure training is provided to adopt the change and, at the same time, recognize and appreciate their efforts regularly to reinforce their value.

One thing I’ve found helpful in navigating organizational change is being intentional and proactive with inclusive practices. Change can feel unsettling, but by creating a culture of belonging, we can help ease those transitions. It’s not just about having open lines of communication, but also taking the time to understand each team member’s unique perspective during the change. Navigating change requires us to go beyond just asking for input. It’s about taking meaningful action and ensuring everyone has the resources and support to adapt. By making inclusivity a priority, we help people feel empowered and actively part of the process—not just bystanders to the change. This approach fosters trust and makes everyone feel valued.