How to Lead Through Change and Transition During Fear and Uncertainty

These are unprecedented times. Change is hard, and yet, we are all living in a world of constant change. We don’t know what we are going to see when we turn on the TV or look on our phones from one moment to the next. Many of my clients are struggling as they lead their teams virtually, and as we return to work, their roles as leaders will continue to be challenging. As a leader, how often have you experienced resistance to change? How will you continue to keep employees engaged? How will you deal with fear and uncertainty in the workplace? Even when we have made small changes, we have seen resistance. 

Last year, I experienced my own life transition and decided to launch my own coaching practice. When COVID hit, I spent 3 weeks in FEAR. During these 3 weeks, I had many thoughts. The story I told myself was “maybe I needed to take a job”, and “maybe right now wasn’t the time for launching a coaching and training business”. There were others. Once I shut the “crazy lady” out, I was able to focus on the future. Creativity began. Resilience set in. I was able see that a pivot was needed. I suddenly realized I was undergoing another life transition – one year later.  I was then able to focus and many wonderful things started to unfold for me and my business. I have learned many things about working inside organizations as a leader and a change agent, but I have learned the most this last year having been through my own personal life transitions.

As leaders, our challenge is to manage both the change and the transition within the organization. Often times, we focus too much on the change itself without giving enough thought to the psychological components – the human side. How does this affect your team? How are they going to feel as a result of the change (fear and uncertainty). Transition is the psychological and emotional process people go through when they experience change inside or around them. For change to be successful, individuals and organizations need to acknowledge the change and lean into to the process of transition. The change may be the reduction in force, reduction in pay, furloughs or returning to work during COVID. The transition is helping them to let go of the past and focusing on the future – how do we get under the emotions?  In the return to work from COVID example, it may be, how do we handle fear and uncertainty? How do we instill resilience? It usually isn’t the change that people are resisting, it is the transition that will be the hardest.  I know for me this was true.

It will be a while before things “return to normal”. It is hard for employees to let go of the past. Often times, we hold onto the past – we complain about the way things used to be. We are resentful. When we ensure our leaders are able to minimize anxiety, fear, confusion, and resentment, the employees can be more engaged and it will be easier to help them move forward towards resilience. Just as you develop a plan for your change, it will be important to make a plan for the transition.

Here is what I have learned based on my own experiences of transition and change:

DON’T react to quickly

• Examine market and competitive realities
• Don’t make assumptions and do your research
• Stay calm and stay the course
• SWOT

Build an Alliance

• Build a strong team around you who can help support the change
• Build your own support mechanism to guide you through the process

Create a Vision

• Be intentional with your vision - Start with an end
• Develop clear strategies for achieving that vision.

Communication is key

• Why are we doing this? How are we doing this? What’s in this for us? What haven’t we thought of? This is a time to over communicate – considering every layer.
• Be open, honest and transparent - This is the gateway to trust

Acceptance for yourself

• Don’t listen to crazy fear stories in your head
• Rely on your support mechanism to help you
• Understand your own resistance to change and how you are dealing with it. You can’t help people move forward if you are stuck in it yourself.

Honor each person where they are

• Validate each person’s individual experience. We all react to change differently.
• Don’t expect them to react like you are reacting. In fact, minimal to no expectations in this area is key.
• If you are a person who thrives in change, it is critical that you keep yourself in check in this area and be patient with those around you who have a more difficult time with change.
• Have a coaching mindset. Approach those around you with curiosity.

For over two decades, Melanie has spent her career creating pathways for people to be their best and is an experienced people consultant, facilitator and leadership coach. When working with organizations, Mel draws from her strong business background and over 20 years in senior leadership inside organizations working with executives and leaders at all levels, as well as her experience consulting across hundreds of organizations in her consulting career.