Change leadership: 5 tips on leading others

Many of us recognise that change is inevitable and that navigating change successfully is a skill that we continue to develop throughout our lives.

However, knowing how to lead others through change is a different skill altogether! When it comes to effectively guiding teams through turbulent waters of change, it’s imperative that leaders are equipped with the necessary knowledge and strategies.

Understanding some of the psychology behind change can help equip leaders with the tools and knowledge they will need. We’ve pulled together our top five tips on how to use change leadership successfully to lead successfully through change:

1. Empower and involve

Research shows that people are more likely to embrace and commit to changes when they feel they have had a say in the process. Although this may take a little longer, involving your team in the decision-making process and creating opportunities to receive feedback throughout the change process will allow your organisation to better adapt and increase engagement and acceptance within your team.

2. Communicate the rationale

Another way to get people on board is to explain what benefits the change will bring or why it is necessary. This helps individuals understand the vision driving the change, meaning they are more likely to be supportive. Being transparent also builds trust and reduces the likelihood of rumours or assumptions, which can exacerbate feelings of fear and uncertainty.

3. Provide emotional support

Change can create uncertainty, fostering feelings of anxiety, fear and a loss of control for many people. However, even changes that we view positively, and look forward to, can have an impact on our stress levels and overall wellbeing. It is important, therefore, to be attuned to such emotions, so have regular check-ins and be available to provide support to those who need it.

4. Invest in training and development

Although it is is often overlooked, investing in training and development is key to ensuring that your team acquires the skills and knowledge it needs to adapt to, and succeed in, the new environment. It can also reduce anxiety by enhancing confidence, which contributes to the overall success of the change.

5. Address resistance

It should be expected that some people will have concerns or worries about big changes. Building psychological safety within your team will help members feel comfortable to voice their concerns, and it is important to take the time to explore and address these concerns if they do. These conversations often produce valuable insight into potential challenges, providing opportunity to restore confidence and address misconceptions.

Leading others through change is not just about implementing new systems or processes it’s also about being able to guide and support your teams through the emotional and cognitive transitions that come with it.

In our decades of experience we’ve learned that addressing resistance, providing support, communicating the rationale, investing in training and development and involving your team in your thinking are the five most effective solutions to navigate change more smoothly and emerge stronger on the other side.