T - is for Trusted (Managing your team through change)

If there’s only one think in life that’s constant - it’s change!

Change is going on all around us, sometimes it can feel like change upon change, and nothing stays still.  In order to be trusted by your team, you need to understand how change affects people and how you can support them.

In this article I’ll go through how people respond to change and highlight five ways in which you can help your team so that they successfully come through the other side.

In my experience the gap between changes seems to be getting smaller! In the over 30 years I’ve been in work (excluding actual job transfers) I have moved desks as the result of a restructure, reorganisation, or transformation about ten times. With the frequency increasing in the last decade or so where I haven’t stayed in the same seat for more than two years (except since March 2020 when I’ve stayed in the same seat whilst working from home!). 

Change can be exciting and motivating if done properly, but inevitably some people always feel insecure and stressed. We all have to work our way through the change curve (Kubler-Ross).

The Kubler-Ross curve was originally developed in the 1960’s by Elisabeth Kubler-Ross to explain the grieving process whilst she was working with terminally ill patients.  Over the years it has been adapted to help people understand the reactions to significant change or upheaval.  It shows seven stages someone can potentially go through during a change and the impact on morale and competence over time.  Not everyone will necessarily go through all seven stages, and your team definitely won’t go through the stages at the same time – which makes things even trickier from your point of view.

Understanding how your team might be feeling will help you deal with their reactions and support them until the change is successfully integrated and treated as ‘normal’ (whatever that is!)

Here are five key ways you can effectively support your team:

1.  Be open and transparent in your communication

Keep your team as informed as possible about the reasons for the change, what it entails, and how it will impact them. Be honest about both the positive and negative aspects of the change. It may be tempting to hide any negative impacts – but you can only work through the change successfully if people have the opportunity to understand and question all aspects of the change. Encourage team members to ask questions, express concerns, and share feedback. Make sure to listen to their input and address their concerns.

2. Provide Clarity and Direction:

Make sure that you can fully explain and define the goals and objectives of the change. Help your team understand how their roles and responsibilities will fit in and support the goals.  If there’s a roadmap or plan outlining the transition, maybe with a timeline and milestones share it. This will give your team a sense of structure and purpose.

3. Offer Training and Support:

With a background in finance I’ve been through many a ‘new system’ implementations and one of the key elements for success in this instance is adequate training. Without this it is difficult to demonstrate the benefits of change and will likely lead to greater resistance.  Training will help identify skills and knowledge gaps allowing them to be addressed in good time. Support could take the form of mentoring, coaching, or bringing those with more experience in to help the team adapt to the change.

4. Empower and Involve Team Members:

Where possible encourage your team to get actively involved in the change.  Perhaps as representatives on groups or boards looking at specific aspects of the change.  If they can be involved in any decision making this will improve their understanding of the change and its benefits.  It will also give them a feeling of having some control in the situation.  Make sure to communicate achievements like meeting milestones, especially in relation to any contribution they have made.

5. Manage Resistance and Stress:

One reason people resist change is because they focus on what they have to give up, instead of what they have to gain.  Do what you can to anticipate resistance to change and address it proactively. Identify the root causes of resistance and work with individuals to find solutions or compromises. Be mindful of the stress that change can cause and promote a healthy work-life balance.

Although some people seem to thrive on change, for most it can be unsettling. Your role as a manager isn’t just about implementing the change but also to guide your team through it. Patience, empathy, and adaptability are all key qualities.  If you can successfully manage your team through change it will increase the trust they have in you and help cement your position as a great manager.