Navigating organisational change brings uncertainty, emotions, and challenges - but it also opens the door to growth and innovation, providing plenty of opportunities for your organisation and your teams to thrive.
The key to success is being able to guide people through the transitions with well thought out strategies. And that’s where we can help. We’re currently supporting lots of organisations as they tackle the challenges of LGR and have pulled together some of our top tips to help leaders and managers successfully lead their teams through times of change:
1. Engage with Your People Early
One common mistake we see during organisational change is waiting too long to communicate with employees. This could be due to uncertainty, fear of getting it wrong, or incomplete information, but whatever the reason, leaders all too often hesitate to reach out. However, your teams need clarity and support – ASAP! That means keeping them in the loop even when you don’t have all the answers.
Top Tip: Start communicating earlier than you think you need to. Be transparent about what you know, what’s undecided, and how employees can expect updates. Lean into those initial conversations to address uncertainty and create space for processing emotions. Early communication builds trust and shows employees that you’re committed to leading through uncertainty together.
2. Train Leaders to Handle Change Effectively
Your managers and leaders are the bridge between the organisation’s ultimate vision/goals and your people. That’s why it’s vital to equip them with the tools to handle the emotional and practical challenges that come with change.
Top Tip: Introduce change management training programmes for your leaders. Teach them how to facilitate open discussions, manage emotional reactions, and provide ongoing support to their teams. Role-playing exercises and workshops can help leaders practise handling emotionally charged conversations, so they feel more prepared when real situations arise.
3. Embody and Adapt Organisational Values
Organisational values serve as the foundation for your company culture. During times of change, these values may need to be redefined or reinforced. It’s leaders who play possibly the most an important role in modelling these values for their teams.
Top Tip: Revisit your organisation’s values and ask:
- Are they still relevant in the evolving environment?
- How can they guide your approach to change?
Communicate these values clearly and demonstrate them in your actions. For example, if transparency is one of your values, make it a priority in all change-related communications by being as open as possible with your teams.
4. Build a Robust Communication Strategy
Clear, consistent communication is the backbone of effective change management (learn more about by watching the recording of our recent Change Chat on Comms & Engagement in LGR). Without it, misinformation and rumours can take root, creating confusion and diminishing trust.
Top Tip: Create a multi-channel communication strategy that includes:
- Regular updates: Use emails, staff meetings, or digital dashboards to keep everyone informed.
- Communication champions: Empower key individuals within the organisation to share updates and address questions.
- Interactive forums: Host Q&A sessions or feedback channels to allow employees to voice their concerns.
Think back to how you communicated during the COVID-19 pandemic. Those strategies can offer valuable insights on managing urgent, widespread communication.
5. Tackle the Emotional Impact of Change
Change brings a mix of emotions, from uncertainty and fear to hope and excitement. A leader’s job is to help their people process these feelings while understanding and jumping onboard with the change.
Top Tip: Coach your leaders to create space for emotional conversations. Encourage them to:
Acknowledge and validate team members’ emotions.- Normalise challenges and frustrations.
- Focus on solutions and the bigger picture, offering hope and direction.
When employees feel heard and supported, they are more likely to stay engaged and align with your organisation’s vision.
6. Take Care of Yourself as a Leader
Leaders often experience the weight of change before the rest of the organisation (learn more in this article on the 3 stages of LGR). This emotional and mental burden can quickly lead to burnout if not addressed.
Top Tip: Make self-care a priority by:
- Setting boundaries to protect your work-life balance.
- Seeking peer support or external coaching to process your challenges.
- Practising self-reflection to stay grounded, even during periods of uncertainty.
Remember, your resilience sets the tone for your team’s energy and focus. By taking care of yourself, you’re also taking care of them.
7. Prepare for the Long Haul
Organisational change isn’t a one-off event; it’s an ongoing process that normally takes years to settle. To be successful with LGR, you need to prepare, be adaptable, and willing to continuously refine your approach along the way.
Top Tip: Begin laying the groundwork for change early by:
Identifying long-term change champions within your organisation.- Establishing feedback loops to continuously assess and adapt strategies.
- Mentally preparing for the ups and downs of the change process.
Think of this as a marathon, not a sprint. (Or even a triathlon, as described by our MD Lucy, in this recent video on the 3 key stages of LGR). Your ability to lead consistently over time will shape the ultimate success of the transition.
Leading through change is never easy, but it does provide an opportunity for growth and transformation - for both your organisation and the people within it. By engaging with teams, empowering leaders – and, of course, remembering to look after yourself - you can steer your organisation towards a strong, successful future.
Want to talk through your own LGR challenges with our expert team? We’re helping lots of authorities navigate the upcoming changes and we’re here for you too. Drop us a line at hello@truemanchange.co.uk.
