Change can feel like driving along the road and being hit by a huge wrecking ball. Often when change occurs, we go into denial, fear and anger. Our job as leaders is to help people move back up the curve so that they can productively manage the change.
While it’s important to allow team members to process each stage, you do need to keep them moving. This takes time and it doesn’t always feel good. However, the outcome is that they move back up the curve faster and with fewer casualties.
Denial, Fear & Anger
It is important to allow the team to get rid of these feelings by getting them out there. I often think of this process like allowing the water to pass over you. Emotions are there but they can and will pass by if we don’t block them. If we try to block these emotions, they will build up and boil over. Acknowledge that the change is hard and help people formulate words around what they are experiencing without making it wrong or brushing it off by telling them not to worry. Give them a forum to talk about what their concerns are, as a team and/or in smaller groups. Use empathy and compassion in your approach when listening to concerns. Ask people how they want to feel about this change and what they need in order to move through it.
Appreciating What Is There
Help the team appreciate each other, what they have done and what they will do. Start by making people feel safe and appreciated for what they bring to the team, their skill sets and the accomplishments they have made. This has to be a genuine appreciation which can come from management and the team. Allow each team member to express what they appreciate about each person on the team. Have them say what they see in them and what they want to see more of throughout the change process. Help people see the role they play and the gift they give to the group. Fed by this information, team members will be able to face the new challenges with confidence and a feeling of safety from the team.
Set the Vision
Looking at the future, what will it be like for the team? Help them see and feel it. How can this change make their life better? Where do they fit in within the change? Is their job/role safe? The more clarity you can bring to the team the easier it will be to take in the change. Have it come from them as well. Brainstorm what the opportunities are and how the team can create new opportunities for the future.
Give Power in Decisions
Think of a time when you had to do something new. Didn’t you crave to have as much control as possible? Whenever you can, give the team the power to make decisions about how the change will be implemented. Put the stakes in the ground to set the parameters but let the team figure out how they want to build the structure. Brainstorm in small or large groups – how can we do it better? What do we need from our managers, our team and from ourselves? If we could use a magic wand, what would we do?
Move to Action
Action is rewarding. Get the team working together to “do” something. This could be something small to start. They could work on the first implementations toward change. Have them define what they are going to do, how they are going to do it and when it will be done. Breaking them into smaller groups that have responsibilities could also be helpful. You could have them work on something together outside of the change. For example, have them plan an Employee Appreciation Day, resolve a technology or communication issue, work together to plan a retreat or a volunteer day. This helps build connection, trust and feelings of accomplishment – all of which help build confidence and energy around change. Also, as you move to action toward the change, it helps solidify what it will be like. Worry of the unknown is replaced with something to do, which is concrete and it feels good!
I’m curious, what have you done to help your teams work through change? What did you notice along the way? What would you do again and what would you do differently? Please comment below.