How to Empower Managers to Build Team Resilience During Change

In the face of ever-evolving business landscapes, enterprises are undergoing profound transformative processes, more so now than ever before. Among the pivotal players in these changing narratives, managers have a crucial role in preserving the balance, acting not just as change champions, but resilience builders too.

Through my expansive journey as a management consultant working with dynamic leadership teams, I've concluded that a shift in mindset is imperative. We are transitioning from a 'change era' to a 'resilience era' where the focus has to shift from championing change adoption to fostering resilience in teams. The objective is clear: we want sustainable performance, less change fatigue, and a system that thrives under disruption.

Several studies underline that change awareness, sustained by detailed manager communications, can propel employee performance by five times, outperforming general change selling tactics. Yet a staggering 43% of managers feel overwhelmed by the change processes they are expected to facilitate in their packed schedules. With the pace of change showing no signs of slowing down, it’s time for our HR leaders to rethink.

How can you lighten the change-promoting burden on your managers, exponentialize team resilience, and drive sustainable performance? Here are my recommendations:

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1. Put Your Focus on Change Details, Not Just the Change Itself: ?

Rather than merely selling the big picture, consider roping in the employees with a transparent and comprehensive briefing of the tangible aspects of the change. When you delve into the specifics—the how and what of the changes—employees are better equipped to embrace and adapt to the impending shifts.

2. Amplify Team Self-Efficacy: ?

Empower your employees to take ownership of the change, irrespective of intensive managerial support. Equip your teams with necessary tools and resources that will instill a sense of ownership and accountability, and inspire them to surf on top of the change wave instead of being swallowed by it.

3. Foster Psychological Safety Circles: ?

A psychologically safe work environment can substantially mitigate change fatigue—even up to 54%. Building this environment will enable employees to comfortably voice their concerns and apprehensions during disruptive phases. This task requires commitment and long-term planning. After all, psychological safety isn't just a switch you flip. It’s a culture you nurture and sustain.

As we navigate these times of unprecedented change, let’s remember that it's not psychic armor that we need; it's the courage to remain vulnerable, adaptive, and open-minded. It's this audacity that distinguishes a struggling team from a resilient one. After all, resilience isn’t about bouncing back—it's about moving forward.