leading through Change: A 5-Step Successful leading Guide

Posted on Feb 12, 2023 at 10:02 PM

Leading through change is often an opportunity to evolve, offer the best skills and lead the organisation forward. Still, on the other hand, it can be an abyss that makes things out of control undesirably.

This article is for you if you're looking for the right leading strategy following a guide to help you lead your team flexibly and ready to make the wind run in your direction.

Why is leading through change meaningful?

Like anything else, the enterprise is experiencing difficult and stressful conditions during change. Still, through compassionate leadership and collaboration among all team members, these conditions will turn into success factors that improve the company's efficiency.

By changing concerns about team members, encouraging communication, and addressing uncertainties and uncertainties, good leaders can maintain their team's focus, discipline, and positivity despite all the turns that accompany change.

The Group's good leadership influences the extent to which the Team maintains its overall productivity and morale because only leaders can deploy positive energy within the Team under challenging times; if they do so, they encourage the Team to take change from an optimistic perspective, as in transformative corporate leadership.

What are the steps to implement a leading strategy through optimal change?

There is no single strategy that applies to all kinds of change, but to lead the team by changing securely away from the risk of failure, some key steps can be used, namely:

1- The clarity for change target:

It is easier for the team to accept change if it understands the underlying objective well. Hence, it is essential that all team members understand all the reasons behind a change, linking the reasons to extensive and valuable goals of the company and giving all the details to the team to allow them to process the change as part of a larger picture.

For example, if a company encounters difficult times and is restructured and some employees are laid off, in this case, the rest of the employees will lose the job security they had. Still, some explanations of the need for this to happen to develop and progress can be overcome.

Such as, " x was working in an interim position to improve a task, but now we have come to what we want, so we no longer need it; we can continue without it and evolve in other areas to stay competitive and have more prosperity", those words convinced the team, and the leader effectively exercised his leadership skills.

2- Giving the team an opportunity:

Simply dictating orders will not make a difference. Although team members are not high-level decision-makers, they can influence the implementation of all those decisions. People show greater responsibility when they feel they have an influential ability in their business.

This aspect can transform the team's questions, comments, and concerns into important feedback that builds a community sense within the group through interactions and open debates.

3- Participation in the action plan and next steps:

Naturally, the team wonders what now? All the following steps need to be clarified to them as much as possible to ease the stress and pressure they may experience and push them to start changing; giving them all answers to their queries is unnecessary. Still, clarity and transparency are critical elements of successful change management.

4- Considering resistance:

Regardless of the leadership style and the manager's ability to communicate with the team during the phases of change management, the rejection and resistance of some group members can show and affect the team's energy and morale prevailing; consideration must be given to how to persuade these against change.

For example, individual meetings with each of them and in-depth discussions to understand why they are worried about change and what raises their concerns in solving problems, as well as convincing them of the importance of change, often fear is their rejection factor because they take things personally for fear of their income and families and question what will happen with their job positions, they cannot think about it or even hear about it.

5- Allocate some time for recognition:

When a significant change results in destabilisation uncertainty, and uncertainty among team members, such as failing to achieve the aims of change and entering the team into a rough phase, Other achievements should be highlighted. Gains celebrated, whether small or large, s empowerment "the Order helps prevent the spread of adverse effects of change, while encouragement and positive spirit help to sustain the Panel.

Valuable tips for leading through change:

Following some tips helps ensure the success of your leading strategy through change, including:

• Honesty: Often, significant changes cause uncertainty, so leaders should be honest about what they know the team can benefit from if they understand.
• Give time to learn: People's abilities and ways of learning vary, so everyone should be given enough time to master new changes and developments and learn about all new equipment, hardware, and software.
• Giving value to observations: By encouraging the team to communicate openly with leaders and pushing it to express their views, suggestions, and concerns, it can be given the idea that their observations are valuable.
• Positive: Change with an optimistic view through positive leaders helps to share the positive spirit among the team members.
• Sympathy: Naturally, significant change brings some surprise and anxiety. To avoid this, leaders should provide their teams with kindness, empathy, and patience during the stages of change.

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