Leadership Series | Leading through change

With the vision of our management (AIT) Automate, Innovate, and Transform change is inevitable in fact it will be the only thing constant while we are on the journey of transformation. We all are facing change frequently and trying to lead through it gracefully whether it is an organizational change or tackling your team in a new direction or revamping skills. I do believe that initiating, implementing, and sustaining change is not an easy task but you need to lead effectively throughout the process of change.  With change comes conflict. A sudden change tends to create more conflicts against planned changes however it cannot be always a planned change, with the current pandemic we all are facing change every day be it personal or professional, nobody planned for it. So, how do you manage change and lead through a change that at times is ridden with conflict?

The first important thing while leading through change is to not let change overwhelm you and your team. Don’t feel anxious because the future is unknown. Face it and deal with it wisely. As a leader I have faced and handled a lot of such moments, so here are my few simple but crucial do’s and don’ts while leading through change.

Empathize and address: Use empathy to place yourself in your employees’ shoes, acknowledging that change can be frustrating and frightening. Alleviate fears and quell misapprehensions by being prepared to answer questions in an open, honest, and direct manner. Working collaboratively with employees to address the gamut of emotions that may arise will ensure that employees feel heard and understood, helping them understand and ultimately accept the “new normal.”

Do share what you know: On the onset of a sudden change, you are not the only person who is feeling confused. Your team is far more anxious and confused than you are. So do your best to feed them with information. Always give them organizational updates and information. It will alleviate some of their worries and it will empower their cooperation in the days to come

Don’t forget to answer questions: Whenever there is a change, questions are inevitable. So always keep the door open for your team to ask questions. Inform and encourage your team to come up with questions, tell them that you are available to assist in any way you can. Always ask this question to your team “Is there anything I can do to help you?” This demonstrates your commitment toward your team members.

Do create an outline plan: Once you are oriented about where you need to go, make a plan. Delegate work for each of your team members and be specific about how you can use the unique skills and talents of every individual. Don’t just share the broad picture for where the change is leading you, instead take input from all and put a plan together.

Don’t try to tackle everything at once: When you are navigating through change, it is not wise to do ten things together. Take one thing at a time and handle it individually.

Do mitigate conflicts: When your team is heading down a new path, conflicts will inevitably arise. Whatever be the reason it is your job to help resolve all issues within your team constructively and positively. Be around to assist when miscommunications or misgivings arise and encourage constructive resolutions.

Don’t fail to appreciate great work: Appreciations are a great booster. Hence do not get preoccupied with your deliverables and forget to thank team members when they do a great job. Set aside a time at the end of each week to reflect on the great things your team has accomplished and celebrate those small wins.

Always remember that leading through change spotlights and condenses many general leadership best practices. But the crucial difference is that during times of transition, your team needs your support the most. So, continue to shine and lead through change.