Change is inevitable, even in business. However, not all employees are equipped to smoothly roll with company changes, especially when the outside world is also going through transformations. As a leader, your ability to navigate and lead your team through times of change is essential for organizational success. Doing so requires a level of courage greater than what the average employee possesses.
Drawing inspiration from Brene Brown's book,
Dare to Lead, let’s explore the key principles of being a brave leader in times of change. Embracing vulnerability, fostering trust, and cultivating resilience will empower you to face uncertainty head-on and guide your team to success.
Embrace Vulnerability
Vulnerability is often viewed as a weakness in the business world, but that’s a false narrative. Vulnerability is actually a strength. Being vulnerable means admitting that you don't have all the answers, being open to learning, and acknowledging the emotions that come with change. By embracing vulnerability, you demonstrate humility and create a safe space for your team members to share their thoughts and concerns.
There are many ways you can tap into your vulnerability and learn to use it to your advantage.
Practice Self-Awareness
As a leader, it's crucial to recognize your emotions and how they might influence your actions during times of change. Utilize mindfulness techniques, such as meditation or journaling, to reflect on your thoughts and feelings. By
becoming more self aware in the workplace, you can manage your emotions effectively and model vulnerability for your team.
Communicate Openly and Honestly
Open and honest communication is key when navigating change. Share with your team the reasons behind the change, the potential impact on the organization, and any uncertainties you may have. Acknowledging your vulnerability and the challenges you face will encourage your team to do the same, fostering a supportive environment.
Encourage Feedback
Create a culture where your team members feel comfortable
providing feedback on the change process. Schedule regular check-ins and actively solicit input on what's working and what can be improved. By involving your team in the decision-making process, you not only demonstrate vulnerability but also empower them to take ownership of the change.
Foster Trust
Trust is the foundation of any successful team, and it becomes even more critical during times of change. When you build trust with your team members, they are more likely to support the change, be open to new ideas, and work collaboratively to achieve common goals.
Sometimes teams are resistant to change because they don’t trust they’ll be supported and taken care of in the same way they’ve always been; when they can trust the process they will then pitch in to make the transitions smoother.
Be mindful how you build a trusting relationship. Here are some approaches.
Be Consistent
Consistency in your words and actions is essential for building trust. Establish clear expectations and follow through on your commitments. By demonstrating that you can be relied upon, you encourage your team to trust your leadership during challenging times. They’ll understand that your words hold value.
Share Information Transparently
During times of change, uncertainty can breed mistrust. Combat this by sharing information openly and honestly. Keep your team informed of any updates, potential challenges, and the rationale behind decisions.
Even if there’s news that may not be great, it’s imperative to loop them in. This level of transparency fosters trust and makes your team feel valued and included in the change process.
Recognize and Reward
Acknowledging and rewarding team members' contributions during times of change can strengthen trust. Show appreciation for their hard work, adaptability, and innovative ideas. This recognition not only builds trust but also motivates your team to continue performing at their best.
Cultivate Resilience
Resilience is the ability to bounce back from challenges and adapt to new circumstances. As a leader, cultivating resilience in yourself and your team members is crucial for navigating change effectively. Without resiliency, the smallest setbacks can have enormous lasting impact.
By fostering a culture of resilience, you can help your team build the mental and emotional strength to face uncertainty and emerge stronger.
Let’s look at key action points for cultivating resilience.
Encourage a Growth Mindset
A growth mindset is the belief that skills and abilities can be developed through dedication and hard work. Promote continuous learning and development opportunities for your team. Provide resources, such as workshops and training programs, that equip them with the skills needed to adapt and thrive during times of change.
Support Goal-Setting
Encourage your team members to
set realistic, achievable goals and create action plans to reach them. Break down larger objectives into smaller, manageable tasks and celebrate progress along the way. By helping your team focus on incremental successes, you foster resilience and empower them to overcome obstacles during times of change.
Provide Resources for Coping With Stress
Change can be stressful, and it's essential to equip your team with the tools needed to
manage stress effectively. Offer resources such as stress management workshops, mindfulness training, or Employee Assistance Programs (EAPs) to help team members develop emotional intelligence and cope with the pressures that come with change.
Promote Psychological Safety
During times of change, psychological safety becomes even more critical. Team members need to feel comfortable expressing their thoughts, feelings, and concerns without fear of retribution. Change brings about big emotions, and employees need a safe outlet for them.
By promoting psychological safety, you create an environment where innovation and creativity can thrive, and your team can work together to navigate the change.
Encourage Open Communication and Active Listening
Foster an environment where diverse perspectives and opinions are valued. Encourage team members to express their thoughts and concerns openly, and actively listen to their input. They need to feel safe and heard. By showing that you value their contributions, you create a sense of psychological safety that enables them to take risks and share ideas.
Model Respectful Behavior
As a leader, your actions set the tone for your team. Model respectful behavior by treating everyone with dignity and addressing any instances of disrespect or exclusion promptly. By demonstrating that you prioritize a respectful work environment, you signal to your team that psychological safety is a core value.
Create Opportunities for Collaboration
Collaborative activities can help build stronger working relationships within your team and enhance psychological safety. Organize team-building exercises, cross-functional projects, or brainstorming sessions that allow team members to work together and learn from one another. These collaborative experiences help create a sense of belonging and trust, which are essential during times of change. They have the added benefit of allowing team members to learn from each other.
Wrapping Up
Being a brave leader in times of change requires embracing vulnerability, fostering trust, cultivating resilience, and promoting psychological safety. By implementing these strategies, you can guide your team through uncertainty with confidence and create an environment where change is not just tolerated but embraced as an opportunity for growth and development.
As Brene Brown writes in Dare to Lead, "When we dare to lead, we don't pretend to have the right answers; we stay curious and ask the right questions."
Be the courageous leader your team needs during times of change, and watch your organization thrive.
