Your team is in flux during a major change. How can you provide instant clarity amidst uncertainty?

Timely and transparent communication is the key - the more the merrier. Not to forget, repeated assurances of all possible support, through words and action.

To provide instant clarity during a major change, we can: Communicate Transparently: Share regular updates and acknowledge uncertainties. Define Clear Objectives: Clarify the goals and reasons behind the change. Create a Roadmap: Outline a timeline with key milestones. Assign Roles and Responsibilities: Ensure everyone knows their role. Offer Support: Provide resources and training as needed. Listen and Adapt: Encourage feedback and be ready to make adjustments. Highlight Wins: Celebrate progress to boost morale. Lead by Example: Demonstrate commitment and a positive attitude.

A way to provide clarity is by reminding your team of the main objectives that remains unchanged despite the uncertainty or flux. This will provide a sense of stability. Then always communicate and involve them.

A Key factor to engage the team by getting the right feedback, being open to suggestions, listening carefully while trying to find a best practice to apply through open communication channels.

Offer a safe space for employees to express their concerns or fears. Sometimes what they have imagined is much worse than what’s actually happening. What may seem trivial to you may be a big deal to them. Change can be very scary, and some handle it better than others. Be patient with those employees who seem resistant to change. They may not be being contrary just to make your life difficult!

En momentos de cambio e incertidumbre es clave mostrarte como un líder receptivo y genuinamente interesarte en conocer y comprender cómo es que tu equipo vive este periodo de transición; esto te permitirá identificar cosas como: (I) cómo responde cada integrante en materia de flexibilidad, adaptación, reencuadre, actitud, etc. (II) si es que existe resistencia, de quién y hacia qué (III) cómo puedes facilitar el flujo de información y recursos para cumplir los objetivos. (IV) si hay algo que no se consideró al momento de planificar la transición y esté haciendo falta a la organización.

Instead of pushing these feelings aside, we must learn to acknowledge and embrace the discomfort associated with an uncertain circumstance as an expected and regular part of the learning process. As a leader, you should; Be willing to stand tough conversations and help others stay engaged Take occasional breaks as needed but stay committed to the team Encourage team members to disconnect as required and re-engage as soon as their stress reduces, so they feel valued.

An example of this would be having regular updates where possible to reduce anxiety and put employees at ease. A well thought out process which clearly stipulates the difference phases of the change would also contribute to the reduction of uncertainty amongst the employees.

In the past I've offered support by working alongside my staff, taking the journey with them and ensuring they know that new chapters are exciting and what the benefits are for the change.

Encourage your team to set both personal and collective milestones that align with these overarching goals. Emphasize how the team's work contributes to larger organizational goals and missions

A significant part of a leader’s job is motivating teams and offering guidance. Uncertain situations make decision-making difficult for everyone and complex to deal with conflicting information and opinions. In a team setting, leading through uncertainty involves strategically aligning what matters and those within your control. It is critical to note the team's status before you can help them cope and adjust. Your backing and guidance can be a significant signal in supporting your team through this time of change.

"Si no tienes claro hacia dónde vas, da igual el camino que tomes." Ofrecer y mantener la claridad sobre los objetivos, tareas y plazos, permite al equipo operar de manera tranquila, ordenada y evitando distractores o tensiones innecesarias que les desvíen de la meta. Considero que en este punto vale la pena generar un mecanismo para compartir con el resto del equipo qué está funcionando y qué aspectos se complican, a fin de enriquecer con distintos puntos de vista y hacer correcciones oportunas.

Aplicar la técnica de storytelling respondiendo el ?Para qué estoy aquí? y la Visión es fundamental para fortalecer los lazos con el equipo

Esto es fundamental, con enfoque y tareas constantes, es más fácil lograr los objetivos, si existe el compromiso de cada uno. Labor de hormiga, todos trabajando al mismo ritmo.

To empower my team to make decisions I always approach this in the same way. When they approach me with a problem, I always ask "what would you do?" We then discuss their answer and I empower them to move forward and deal with the issue. If the team are looking to you for help, doesn't mean they need you to go and deal with it, sometimes they simply want direction.

Tener equipos de alto desempe?o siempre reconforta, eleva la productividad y permite la creatividad en miras de una mejora continua, con indicadores de desempe?o establecidos pero con la confianza de que pueden tomar decisiones.

Keep things simple and measurable. Work to outcomes not completion of tasks. Support each other and allow to learn through true collaboration but also in what may be seen as “failure”. Keep moving forward through learning and growing.

Lo mejor que puede hacer un líder es dejar que su equipo haga aquello para lo que se le contrató. No hablo de renunciar a la supervisión y aprobaciones o de olvidar el alcance en las responsabilidades de cada quien, pero sí de permitirles ejercer la creatividad y toma de decisión que a su rol corresponde. Considero que si se trabaja en un entorno de confianza y desde el comienzo de la relación se establecen límites claros, los miembros del equipo tienen claridad sobre qué tipo de situaciones o riesgos pueden asumir y cuáles deben escalar.

Una empresa se da a conocer cuando la persona del puesto más bajo en la escala organizacional brindando el servicio al cliente, está apta y puede resolver problemas sencillos que no tienen costo sino valor. Aquí es donde el cliente se siente agradecido y se logra fidelidad.

Building resilience within my team is crucial during times of change. I promote a culture of learning and adaptability by encouraging my team to view challenges as opportunities for growth. For instance, I share stories of past successes, such as how we swiftly adapted to remote work during the pandemic, to reinforce the idea that we can handle this change too. I highlight instances where team members learned new skills to overcome obstacles. While resilience doesn't eliminate stress or fear, as demonstrated in these examples, it equips us with the mindset to face uncertainty with confidence and determination.

We understand that changes can be challenging, but they also bring new opportunities for growth and career development. It's important to stay focused on the deliveries and not get booged down by concerns about these changes. To ensure smooth transitions and minimize confusion or stress, we will always provide advance notice of any upcoming changes. This way, everyone can prepare and adapt effectively.

El interés por la gente va por encima que el interés por la tarea. En la medida que se ofrezca al equipo un entorno de comunicación clara, apertura y transparencia, será más probable que desarrollen compromiso con el objetivo y disposición a navegar las aguas de la incertidumbre y el cambio; ambos componentes clave de la resiliencia.

Building resilience is also recognizing their capabilities and empowering them to unleash their potentials assuring them that whatever may happen they can stand and overcome those challenges. Change is the only permanent thing on earth, thus preparing your team and equiping them with appropriate skills will surely make them a winner.

Me queda la inquietud, es posible desarrollar esta habilidad o se trae. Pienso que cualquier persona reacciona de distinta manera a momentos adversos.

Algunas ideas para introducir a la rutina laboral diaria: -Pausas activas -Hidratarse constantemente - Saludar a los compa?eros aunque no sean de mi área -Preguntar a nuestro equipo cómo se encuentran el día de hoy. Básicos pero esenciales

In times of change and uncertainty within your team, providing instant clarity is crucial. One effective way to do this is through transparent communication. Ensure that you openly share information about the changes, the reasons behind them, and the potential impact on the team. Encourage an open dialogue where team members can ask questions and express their concerns. By fostering this environment of transparency and open communication, you can help alleviate confusion and provide clarity amidst the flux.

Action keeps anxiety away. While communicating clearly, it is always a good practice to provide the next few steps to be done for achieving larger goals. This will help create actionable clarity and the team will have a sense of contribution.

Navigating a major change can be daunting for any team, often bringing a wave of uncertainty & anxiety. As a leader helping the team with transparent communication, clear priorities, defined expectations, consistent support and recognition of small achievements can be immensely helpful. By focusing on these elements team will not feel the hardship of sailing through tough times.

In times of major change, providing instant clarity amidst uncertainty is crucial for team stability. Begin by clearly communicating the reasons behind the change and the anticipated impact. Outline specific, immediate steps and set realistic short-term goals. Encourage open dialogue, addressing concerns and questions promptly. Reinforce the team's core values and purpose to maintain focus and morale. Provide regular updates to keep everyone informed. Assign clear roles and responsibilities to prevent confusion. By being transparent, supportive, and proactive, you can guide your team through the transition with confidence and clarity.

Be clear what the change is, what it brings in terms of the current situation and what successful outcome looks like. This will require a lot of preparation on your side, but it will also give you the opportunity to timely prepare and execute steps, methods and measurements. Clear and timely communication is the main ingredient in the process. On the other hand, saying “We’ll see” is the last thing you can say or express in your behavior as it triggers all of the fear factors.